Businesses in the hiring process often moan about a lack of qualified candidates applying for roles. Companies who find that they struggle with hiring talent often blame a skills gap, but what if the actual issue – and solution – is much closer to home?
No matter if you source the right talent and manage to get them in the door for an interview, there are many different ways in which your interview process could actually turn interview candidates away, which then actively undermines your business and hiring process without you even realising.
But, if you have a hard time getting applicants to apply for your job roles, or if you get plenty of applicants but none seem to be the right fit, then these are symptoms that you have a broken hiring process. No matter how big or small your company is, no business is immune to faults in the hiring process. So, here are 4 reasons why your hiring process may be broken.
You’re Too Transactional
At its basis, a job interview is two parties who are searching for the same thing – to fill a role. The interviewer is trying to find the right applicant, whereas the applicant is trying to secure a job. This is where most of the issues lie. There are perhaps thousands of people searching for a job at the same time, and just as many roles to fill.
With such high levels of supply and demand, it is far less about a transaction and much more about cultivating a relationship. You have to look beyond the individual and instead ensure candidates are comfortable with why this will be the best role for them. Make the whole interview process about the person who is being interviewed and see how this changes your process.
You’re Too Focused On Checking Boxes
A lot of companies attempt to solve their inclusion and diversity problems by making “token” hires, where they hire candidates based on minorities. This is known as box checking and can cause serious issues further down the line.
Many companies don’t want to have employees who are all alike, but it is much more important that your employees feel valued for who they are and what they bring to the team. Avoid using candidates to fill quotas or to make your company look better, as it will make your candidate question everything about your company.
You’re Not Correctly Assessing Skills
Hiring candidates requires one fundamental and important question – does this candidate have the right skills for the job? But, when it comes to assessing skills, this can be tricky. Written and technical tests can help to vet a candidate’s ability for performing the tasks necessary for the role and these should be considered for the hiring process.
However, a candidate’s ability and skills should be what really matters and some businesses that are struggling with inclusion and diversity are using skill assessments for a good reason. People who would otherwise be discriminated against, whether unconsciously or not, appreciate these tests. A company shouldn’t have to care about what a person looks like, their race, sexuality and age – if they can pass the test, then they are good enough to fill that role.
You’re Not Being Broad Enough in the Hiring Process
If you are hiring for a role which is specialist and you are struggling to attract top applicants, then it may be that you’re not being broad enough in your search. It isn’t uncommon for people to relocate for their job and many people are actively seeking relocation, whether for personal or career driven reasons, so broadening your application horizons may work in your favour.
Do some research in the field of which you are hiring and see where the most advanced countries are for that skill or experience. If you can, advertise your job within the major cities of that country and see what responses you receive. You could also advertise the job in nearby cities – some people don’t mind a commute!
You could always carry out video or skype interviews should someone apply who is of interest to you. If you are hiring talent from overseas, then it is vital that you do your research on the visas and legalities surrounding working in another country. Seeking support from an Immigration Lawyer in London would be wise. For long-term hiring it would be key for your employee to obtain indefinite leave to remain.
The Takeaway
If you notice your businesses hiring techniques within these reasons, then it is likely that your hiring process is broken. But, there is no damage which is irreparable and you can change your hiring techniques to start getting wonderful applicants. The key to achieving this is to instead focus on the most sustainable and effective way of attracting talent.
Faqs
1. What are the main signs of a broken hiring process?
You have a broken hiring process if you struggle to attract qualified applicants, candidates frequently reject your offers, or new hires don’t work out despite seeming like a good fit during interviews.
2. Why is being too transactional bad for recruiting?
A purely transactional approach ignores the need to build a relationship with candidates. In a competitive market, you must make the interview about the person’s needs and show them why the role is perfect for them, not just about filling a vacancy.
3. How does “box checking” hurt your hiring?
Focusing on hiring candidates just to meet diversity quotas, rather than valuing their individual contributions, makes candidates question your company’s integrity. It’s more important that employees feel genuinely valued for who they are.
4. Why is it important to use skill assessments?
Written or technical tests objectively vet a candidate’s ability to perform essential job tasks. This helps reduce unconscious bias in hiring, as the focus shifts to whether they can pass the test and do the work, rather than on personal characteristics.
5. How can you broaden your search for specialist talent?
If local talent is scarce, research where the leading experts for that skill are located globally. Advertise in those regions, be open to remote work or relocation, and use video interviews to connect with promising candidates from other cities or countries.
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