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3 Ways to Brighten Your Hiring Process for Spring

March 3, 2020

Shorter days, freezing temperatures, and a serious lack of sun can take a toll on many of us, especially those in northern climates.  The winter blues are prevalent this time of year, but spring is around the corner! As the days get longer, we feel ourselves start to recharge and thrive as warmer weather approaches, and start to go through our homes, desks for some classic spring cleaning, and hit the trail to get in shape for summer. Now is a good time to revisit your work-related goals as well, so we're here to bring you some fun ways to refresh your organization’s hiring process for spring.

1) Give your Tech a Reboot  

Technology can be your best friend if you have the ability to offer candidates the latest and greatest in hiring technology. People want to work for an organization that is at the forefront of technology. The first immediate sign that indicates whether a company is or is not tech-forward is their hiring process.

We say this all the time: mobile devices aren’t going anywhere anytime soon. Try to get your entire process to be mobile friendly. Candidates are starting to do everything on mobile devices - from filling out an application on a phone or tablet to taking a full-on employee assessment battery on a small screen - so this is a must if your organization wants to be considered up to speed on the latest tech.

Artificial intelligence is probably the biggest buzz in all of business pertaining to technology. If your HR team isn’t familiar with the possibilities to use machine learning to enhance hiring processes, check out our recent blog post on the role of AI and machine learning in HR

Other important outcomes of being a tech-savvy hiring team is that it helps build a positive employer brand and a tech-focused company culture.

2) Streamline and Energize Your Process

Time to hire is – or really should be – an important metric for hiring managers, recruiters, and other HR specialists. Reducing time to hire will help attract and retain top talent in the hiring process. If speed isn’t possible, communication should be. If your candidate at least knows the reason for the delay, rather than becoming frustrated and looking elsewhere, they will have a better experience and will be more likely to stick around. You might want to consider reviewing your hiring process, determining if there are unnecessary steps that were implemented a long time ago for reasons that no longer make sense, and then eliminate those unnecessary steps from your process.

3) ...And Stick to It! 

Aside from avoiding the urge to wing it, there are several practices you can put into place in order to keep your hiring process standardized and protected from potential litigation. A thorough job analysis is one way to justify the request for different knowledge, skills, and abilities from candidates. The job analysis can also structure the scoring for your hiring assessment and the measurement of different competencies in that assessment.

You might also like: Four Considerations For A More Effective Hiring Process

Selection assessments that are reliable, fair, and valid are also great tools to further standardize your hiring process. These assessments can be short screening tools in the beginning of your process, more robust in-depth assessments towards the final stages of the process, or something in between. Depending on the job and other conditions, it might make sense to use multiple assessments. These can also help quantify your candidate results and make the hiring process more objective.

Speaking of keeping things objective, it can be very difficult to have a fully objective interview in the process. Though many new machine learning models and natural language processing programs are helping to mitigate biases in hiring interviews, it is still best practice to have a structured interview process. It’s important to ask the same questions to each of the candidates interviewing for the same job and try your best to quantify the results into objective ratings.

Finally, keeping up with your refreshed hiring process means keeping excellent documentation of all the processes. Making this a standard practice will help protect from legal issues and make a review and enhancement process much more feasible.

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Trevor McGlochlin Trevor McGlochlin is a Research Consultant at PSI. He leads the Financial and Automotive verticals within R&D. He earned a Master of Science degree in Industrial and Organizational Psychology from Florida Institute of Technology. His areas of expertise include selection, employee turnover, organizational development, applied research, and statistical analyses. His analysis work is centered around validation, adverse impact, turnover analyses, assessment scoring, and other data analysis.