To improve your recruitment process you first need to understand it. And one of the best ways to do that is to map it out.
Running a successful recruitment process is an incredible way to give candidates an amazing experience, have more offers accepted, save your time and hire quicker.
We’ve all walked into a room full of people. The first thing we do is scan the crowd for a familiar face. Preferably, someone, we like. Failing that, most of us will take almost anyone we know. Anything to stop the discomfort of being alone and exposed.
When I was a teenager, my best friend had a dirt bike. He lived out of town and rode it on his family farm and in the adjacent pine plantations. He constantly talked about it. His stories of where he went and what he did were infectious. I wanted one. Badly.
Your request to hire a new team member was approved. Now you need to find the right candidates. You have the job description so it should be a simple cut and paste for the job ad. Shouldn’t it? Or can the words in the ad impact who applies? Are all words equal, or are some better than others?
You’d been putting it off all day, but finally, you’ve finished. You’ve read (skimmed over) the last CV. It was a chore, it wasn’t enjoyable, but the few good candidates you found will hopefully make it worthwhile.
Applying for a job sometimes feels like dropping a coin in a well. There is a wish, but aside from a distant splash, or email receipt, no indication that you were heard.
Diversity and inclusion is a term that is everywhere at the moment. In job descriptions, annual reports, corporate training programs, performance objectives. The list goes on.