Blog / Successories.com / Posts / Uncategorized / Is It Time To Re-Evaluate Your Hiring Process?

Is It Time To Re-Evaluate Your Hiring Process?

Most companies keep track of reviews left for them by their own employees, and it’s not hard to understand why. Being able to put your finger on the pulse of how your employees feel about working for you gives you a good sense of employee job satisfaction, which in turn, tells you how likely you are to have turnover problems. An invaluable thing to know.

It’s also good, however, to spend some time looking at the reviews of the people you interviewed but didn’t hire, because their impressions matter too, and could serve as signposts that point out problems in your hiring process that will hinder you in terms of attracting the best talent when a position opens up at your company.

We’ve poured over the statistics broadly and identified some of the most common problems small business owners tend to have with their hiring process. Bear in mind that not all of these will apply to every company, but it should serve as a good starting point when investigating the reviews left of your own firm:

Computerized Screening

The sad truth is that most computerized screening processes look for the appearance of key words embedded in resumes or online applications. The obvious weakness in that approach is that anyone who has ever applied for more than a couple of jobs in their lives can game the system by specifically using key words that describe traits you’re looking for.

Machine learning has come a long way, but it still can’t take the place of the human element. It is called “Human Resources” after all, and humans should be firmly in the driver’s seat of the hiring process. It’s far too easy to miss or overlook great employees simply because the computer didn’t flag them as top-tier.

Little Or No Feedback

Odds are that most of the candidates you interview for a position will take at least a few notes. The expectation is that even the ones you don’t hire will hear back and get some kind of feedback. If you’re not already doing so, make sure that happens. If you leave an interview candidate feeling like he or she spent an hour or so inside a black hole from which no light or feedback escapes, they’re almost certain not to have a good opinion of your company, or your hiring process.

Your Process Is Too Slow

This can take a couple of different forms, none of them good. On the one hand, it’s common for HR departments to be flooded with applicants any time a new position opens up, and sorting through them and interviewing the potential good fits is undoubtedly a time-consuming process.

Even so, every effort should be made to make the process as speedy as possible. Statistics show that companies are largely failing at this, with the time it takes to fill an open position averaging a staggering 44 days, representing a fifty percent increase from 2010.

Another part of the problem is that managers try to hold out for the very best candidate. Unfortunately, if you drag your feet, you may miss out on a great candidate you interviewed early in the process, simply because you took too long and they moved on and accepted another position.

These are all issues that can and should be fixed. If you see any similarities between the issues described here and your own hiring process, the time to remedy them is now. The faster you do, the more likely you are to get and keep the best talent.