How To Modernize Your Hiring Process . . . Three Easy Ways

Posted by Cathy Reilly

bigstock-Hiring-process-73509559The modern job seeker is more prepared and more engaged than ever. Sounds great, right?

It is, unless your organization hasn’t caught up with the latest recruiting trends. Today, job seekers are looking for organizations that provide multiple touchpoints throughout the hiring process, making it easier to learn more about the organization, learn more about a position, and learn more about the people they’ll be working with. [click to tweet] If your organization is falling short, you may be missing out on the best talent available.

Here are three strategies you can employ to modernize your hiring process and capture the best talent on the market:

1. Go mobile.

If you haven’t heard, the world has gone mobile. By 2016, there will be more than 2 billion smartphones in the world. That means more than one quarter of the globe’s population will be using smartphones. What’s the big deal, you ask? Well, according to Jobvite’s 2015 Job Seeker Nation study, 47 percent of job seekers are using their mobile phones to search for jobs everywhere including: in bed (47 percent), during their commutes (38 percent), on the job (30 percent) and even in the bathroom (18 percent).

If your organization’s recruiting strategy hasn’t gone mobile, now is the time. Job seekers should be able to research your organization on mobile-optimized web pages, connect with hiring managers and your HR team, apply to positions and check the status of their applications without ever having to set down their phones. But, if you truly want to modernize your hiring process, a real mobile recruiting strategy is more than just convenient for candidates.

Making a mobile platform the driving force behind your recruiting strategy also means making it simple for your HR team and employees to be a part of the process. Hiring managers and HR pros need to be able to post jobs, review resumes, schedule interviews, receive internal referrals and perform any other hiring-related tasks directly from their mobile phones, so they can secure the best talent as soon as it becomes available.

If you don’t already have a mobile strategy, discuss your organization’s mobile capabilities with your IT department, and determine what you need to get started. If you have the technological infrastructure in place, all it will take is building a strategy and presenting it to upper management. If not, you’ll have to research what it will cost to get started and discuss whether or not it’s a possibility with both IT and the people in charge.

2. Add video.

Video has become a driving force online. A recent Cisco report projects online video will account for 85 percent of U.S. Internet traffic by 2019. Add that to findings from the IAB’s Mobile Video 2015: A global perspective report that suggests people are watching more video online than ever before, and you’ve got plenty of evidence to explain why adding video to your recruiting strategy should be a top priority if you want to modernize your hiring process.

Video makes it easier for job seekers to get a true feel for the culture at your company. Rather than asking candidates to flip through a slideshow of static images, videos allow organizations to guide job seekers through a typical day on the job, highlight employees the job seeker may be working with, show how the brand makes an impact in the community and more.

Aim for creating authentic videos that will engage candidates and get them excited about applying to your organization. Once you have your videos ready, integrate them into key landing pages on your website (“About Us,” “Careers,” etc.), share them via social media, and make them available on video platforms like YouTube and Vimeo.

3. Be transparent.

The most successful job seekers, according to Career Advisory Board’s 2015 Successful Job Seeker research, Google their interviewers (26 percent), Google the company (52 percent), and review the company website (63 percent) before coming to an interview. Whether it’s through your company’s blog, website, or its social media efforts, job seekers want to know more about your organization, and it’s your job to tell them about it.

In order to modernize your hiring process, you have to constantly share information with potential candidates. Develop a strategy that leverages social media, your website, and other online tools to provide job seekers with all of the information they need when considering your company.

Consider integrating things like Glassdoor reviews and news coverage directly into your communications strategy, so you’re giving candidates the full picture without making them hunt around. One great way to do this is to add dynamic feeds of your reviews, news mentions, and video content to your “About Us” page so candidates always have an easy place to find the latest and greatest information about your organization.

Another important aspect of being transparent as you modernize your hiring process is being open with candidates about your process. Do your best to communicate with job seekers openly about how long the hiring process will take, what it involves, who they’ll be meeting with and when decisions will be made, and you’ll be one step closer to attracting -- and keeping -- the best talent on the market.

What trends have you seen when recruiting modern job seekers? What do you think you’ll have to do to modernize your hiring process this year?

Topics: Recruiting & Hiring

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