Would you go a year without changing your oil? Or five years without going to the dentist? Of course not! Every functioning system needs regular checkups and updates to ensure it’s performing at its peak, and the same is true for the tools used in your hiring.
Regularly auditing the talent selection tools you use can guarantee that they stay aligned with ever-changing business needs and offer candidates the most positive application experience possible. In deciding whether or not to keep a current technology, it’s important to (a) weigh the benefits the existing system with that of competitors’, (b) consider how often you’re actually using such tools, and (c) review the solution in terms of employer brand impact.
If a system seems like it’s not going to make the cut, consider first if the simple act of more training would remedy the situation. If not, begin weighing alternative solutions. Vendor –provided case studies, word of mouth, and LinkedIn groups are great ways to check vendor references for new providers.
Without an audit, you may continue to waste resources on tools that do not support the business objectives and that actually drive away top performers. The latter, especially, is of growing significance as companies face the mass exit of baby boomers from the workforce and, consequently, must quickly attract and identify replacement top performers from Gen Y.
What does a clunky or complicated hiring system say to a potential hire about a company? In short, nothing good. According to UNC Kenan-Flagler Business School, when asked what job factors candidates value as important, 30% of millennials said meaningful work, even over high pay and sense of accomplishment . Gen Y values flexibility and a positive work/life balance, so they’re keeping up with which companies are great places to work for – and their first impression starts with the hiring process.
The hiring process is an opportunity for businesses to put their best foot forward and demonstrate their humanity. It’s a chance for your business to connect with each candidate in a positive way instead of dragging them through a lengthy, high-pressure hiring process. When reviewing the tools ask yourself if each step is easy to understand for the applicant, does each step add value, and is the process designed to seek a good mutual fit. For more on this topic and how candidates positively perceive automated assessments, read our white paper, For a Better Process, Ask the Candidate.
Using software as part of the hiring process can further promote their employer brand and make your company progressive, professional, and appealing for applicants (especially millennials). However, if the tools are complicated to use or do not collect and disseminate the right data, it may be time to look for new solutions.
So, when was the last time you reviewed your hiring process technology?
1. Jessica , B. (2012). Maximizing millennials in the workplace. Retrieved from http://www.kenan-flagler.unc.edu/executive-development/custom-programs/~/media/DF1C11C056874DDA8097271A1ED48662.ashx