Recruitment processes can be as diverse as the company and even vary depending on the seniority of the designation.
They also have some fine differences depending on how the recruitment is conducted. In the case of agency recruitment, the steps may be similar but the channels of decision-making differ widely.
While it impacts HR screening, it also conveys a lot to the applicants and the industry, in general, about your company.
Do you use a screening tool or invite applications through walk-in interviews? There are several techniques through which you can build a positive brand and simultaneously hire the best professionals in town.
Here’s how your recruitment process shapes your reputation and affects the kind of candidates you attract.
A quote from AI Ries and Jack Trout’s book, Positioning that encapsulates the importance of positioning – “The most difficult part of positioning is selecting that one specific concept to hang your hat on. Yet you must, if you want to cut through the prospect’s wall of indifference.”
You may wonder why positioning is relevant in a job posting. That is because people are not just looking for a good salary and job security; they want to feel a sense of belonging and be a part of something they are proud of.
Michael Page, a leading recruitment consultancy, believes that millennials may even accept a lower paycheck if the job gives them a sense of meaning.
You can position your organization based on several factors like speed of growth, price differentiation, product/ service features, employment practices, mission, remote working, etc. And each of these factors affects the kind of candidates who apply for the job.
For instance, mentioning that you are a rapidly growing SaaS startup naturally implies that employees may be required to work under pressure, within short deadlines. Some applicants are comfortable with that and some are not.
However, if you don’t specify any kind of market positioning, it may leave an unclear picture in the minds of applicants. You are essentially missing out on pitching to them as to why they should work for you.
If you use a video interview software, applicants immediately know that you are an organization that values technology and innovation. It can also be interpreted as showing a preference for direct communication and the desire to genuinely get to know the applicant.
Using such a screening tool sets your organization apart from those that still follow traditional methods of hiring.
What you choose to communicate in your candidate requirements also sheds further light. For instance, mentioning that potential employees must be capable of working individually can give the impression that you focus on individual contribution rather than teamwork.
Punctuality is a trait that is essential in employees but just as important in employers too. Being prompt in scheduling interviews, attending these interviews, and keeping the candidate in the loop are all great signs of how much you value your potential employees’ time and efforts.
Do you have a strict no-overtime policy or maybe an overtime bonus policy? This shows that you prioritize the employees’ well-being and place great emphasis on ensuring a work-life balance.
Highlight the benefits you provide to employees, be it insurance, training programs, educational allowances. It conveys to applicants that you are fully invested in the personal and professional growth of your employees.
Candidates begin to understand that they will not be taken advantage of and will have room to grow in the organization through the various appraisals and training they receive.
What terms do you use to describe your company? Equal opportunity employer? Market leader? While these phrases indicate how you perceive yourself, they often have little to no effect on the candidate’s application.
Instead, one key area to focus on while using a video interview software is to describe what an average day looks like for an employee. Go over your policies about dress code, hierarchy, mid-day breaks, event celebrations, etc.
These allow candidates to visualize working for you and deciding whether they’re comfortable with the way you operate.
Are your employees free to take breaks whenever they feel necessary? Such an attitude depicts your organization as having a relaxed and employee-friendly work atmosphere.
Whereas, if you have a rigid sign in and sign off system to clock the hours employees put in, it’ll give the idea that yours is a structured organization that focuses on streamlining work, which isn’t necessarily a bad thing.
Ultimately, each recruitment approach will attract candidates who’d gel well with what the organization has to offer.
Make sure that you put ample thought into each element in your recruitment process. You don’t want to leave room for a misunderstanding or for the applicants to be getting the wrong impression about your organization.
Fine-tuning the process and personalizing the journey is crucial to attracting the right talent.
Let IntroMagic power your recruitment drive.