Recruiters and HR professionals sometimes focus on the wrong tactics and use inefficient recruitment platforms. This results in steep recruitment costs, lengthy recruitment processes, and ultimately, employee retention problems.
According to a recent Glassdoor survey, U.S. businesses spend an average of $4,000 to fill an open position, but these posts remain vacant for an average of 28.1 days. Furthermore, 40% of global employers are still reporting talent shortages. These numbers clearly show that spending a high amount on recruitment campaigns does not beget positive results.
Just when you think you’ve adopted the best recruitment strategies, you notice that you’re not getting positive results. To help you reevaluate your recruitment campaign, we’ve outlined the signs that can tell you that your recruiting process is about to fail. If any of these telltale signs hit a little too close to home, you know that your recruitment campaign is headed for trouble.
1. Your hiring process takes longer than a week.
The length of time it takes for an open position to be filled varies depending on the nature of the business, position, and individual situations. But, it’s all digital now. The hiring process is getting shorter for most companies, and the top talents are being swept under your own two feet.
Candidates now apply to jobs using different platforms such as social media, recruitment websites, and the like. According to Glassdoor, applicants use approximately 7.6 job sites in their job search.
Since there’s a lot of competition out there, the longer you take to decide whether you’re hiring a top talent, the higher the risk that your biggest competitor can hire the same talent. So, shorten your interview rounds and make the decision as quickly (but not hastily) as you can.
2. You’re losing money and wasting time.
Each day an open position remains unfilled is one day of lost productivity and income for your company. The longer you wait to fill that seat, the more money you’re wasting.
Finding the perfect candidate is crucial in preventing employee turnover and increasing employee retention. It’s important to hire a candidate with the right skills, interests, and background that perfectly fits your company culture.
If you’re wasting too much time shortlisting candidates, then you need to take a second look at your process. There are machine learning or recruitment software available that can help you sift through applications to shortlist the candidates with the best fit. It will help you save time in going through resumes and CVs.
3. You get negative feedback from candidates.
Most companies get negative feedback from their candidates at one point or another. It could be because of lengthy interview processes, elementary screening and testing methods, or other loopholes in your recruitment strategy. You can’t please everyone.
But, if you’re consistently getting bad feedback from most of the candidates that go through your hiring process, then there’s clearly a problem with your overall recruitment plan. Pay close attention to the issues pointed out in their feedback and the specific parts of the process that they’re complaining about.
4. You can’t speak in a data-driven context.
When your manager or CEO asks you, “how’s it going with the new hires we need?” You can’t simply say “all is well.” You should be able to give exact numbers and details like how many talents were acquired, how many applicants were shortlisted, and in what stage of the recruitment process they’re currently under.
If you can’t provide these fundamental details to your recruitment process, then you have a problem. It could be that you’re not using the right recruitment platform, your data analysis tools are inadequate, or your recruitment plan is just flat-out inefficient.
Again, there is recruitment software available for you to have the metrics at any given time. These metrics will also help you assess the effectivity of your recruitment strategy.
It’s Time to Make Some Changes!
If you’re experiencing any of the above signs, then it’s time to consider implementing some changes in your recruitment strategy seriously. Recruitment challenges are ever-present in today’s continually evolving work culture. But, it’s important to address these issues to ensure the success of your recruitment initiatives.
At ThisWay Global, we use a machine learning algorithm that helps recruiters find the best candidates quickly and efficiently. Our Match-ic™ machine learning algorithm structures large amounts of data from all types of sources, to help you match the right candidates to your open positions.
Save time and money with the right recruitment software that helps you launch the best recruitment strategies.
Angela Hood, a serial entrepreneur from Austin, Texas, emerged with ThisWay Global after three years of research and incubation in the UK at ideaSpace, the University of Cambridge. Now operating across the world, the solution to the global recruitment and retention problem combines diverse technologies with its proprietary Match-ic machine learning algorithm, recruiting and retaining better people, and creating more diverse and improved teams. Angela is a business leader in her field and often speaks at events on human capital and diversity for startups, technology, enterprise, and entrepreneurship.