As recruitment campaigns begin for 2017, it's time to take a step back and check your strategy for problems. To help out, here are three common signs that it's time for a significant change in your hiring process. Check them out, and see if any hit home a little too well:
Consistency can be a good thing – but it can also lead to dangerous mistakes, especially in sectors where change is constant and fast-paced. The price you pay to be consistent for years on end could be costing the business dearly. Specifically, if every position has had the same type of title for several years, you probably have a problem.
We understand that keeping titles the same is easy, and avoids confusion among long-term employees, and doesn't ruffle any feathers. But it's a very, very poor strategy for recruitment, and should be changed. Let's divide this mistake into two parts.
You aren't evolving. A title timestamps a position – and can easily leave that position in the past. What happens when best practices and benchmarks dictate that this position needs to change, to adopt new roles and oversight? It means that you're getting left behind in organizational management. It's good that responsibilities shift over time to find more efficiencies and keep up with growing companies. Otherwise, you're just stagnating – and that isn't even touching on the legal requirements to update position descriptions, which are very important for many industries.
You are ignoring how the outside world influences positions. How do applicants see your company? How do they view your place in the industry? One of the first bits of information applicants get to make this decision is the position title – and that can tell them a lot. An old title that doesn't keep up with changing descriptions or responsibilities makes you look out of touch, lazy, or too stubborn to change. That's not a good look for acquiring talent! There are myriad examples of this: One of the classics is the change from "waiter/server" to "barista" for cafes. It's not just about aesthetics – it has massive influence on how young recruits perceive a job.
At a glance, this may sound like a good turn of events. Doesn't this mean that hiring managers have more free time to focus on logistics? Yes...but if you look deeper, you find a serious workplace issue: The other managers really don't like your recruitment results.
If you have people contacting you and saying that they want to handle all their own interviews – or even worse, conducting their own applicant interviews behind your back – they are expressing deep dissatisfaction with the recruitment process and the results they are seeing. This is essentially a fight with you and/or the company, and it needs to be dealt with. This problem usually crops up in specific scenarios, such as:
The time to hire can vary based on industries and individual circumstances, yes. But you know what? The hiring process is getting shorter for everyone, and you need to be aware of it. There's a constant struggle to balance, "We must hire the perfect person" and "We must fill this position ASAP," and these days the latter consideration needs more weight.
The reasons for this are fairly simple: It's a digital world, and there's a lot of competition out there. New talent will be using social media and multiple websites to look for jobs, and entertaining multiple opportunities at once. If your hiring decision takes longer than a week, chances are good you've already lost the best talent to someone else. It's time to shorten up interview rounds and cut out unnecessary steps. Even cutting off a day or two in the process can make a big difference.
For more info on recruitment issues and how to fix them in short order, contact ICS – we have experience in just these difficulties, and can find a partnership or solution to help you save time and control the process!