Having Trouble Finding Quality Talent? You May Need to Update Your Hiring Process

Are you having trouble finding quality talent? If so, you may need to update your hiring process.

Analyzing your hiring process helps uncover the issues that need resolution. Solving these problems helps increase the number of quality candidates you can interview and hire.

If you are having trouble finding quality talent, you can use these tips to update your hiring process for better results.

Review Your Hiring Metrics

Analyze relevant hiring metrics to determine which areas need improvement. These metrics may include:

  • Hiring diversity
  • Candidate experience
  • Applicant volume
  • Time to hire
  • Cost per hire
  • Quality of hire
  • Employee tenure
  • Turnover costs

Use your findings to uncover methods to resolve your hiring issues. Then, set goals to elevate your results.

Map the Candidate Journey

Write down the steps of the candidate journey to gain a clear picture of your hiring process. Include each point of contact between the candidate and your organization.

Pay attention to how much communication is involved in your hiring process. Candidates expect regular updates as to where they are in the process, what the next step is, and when they should hear back by.

Because ongoing communication is essential in the workplace, you should include it throughout your hiring process. Active communication shows candidates you care about their needs and want them to stay engaged in your hiring process.

Refresh Your Job Descriptions

Ask relevant employees for feedback on your job descriptions for open positions. Because these employees understand the job duties and responsibilities, they can provide relevant details.

Include the updated information in the job descriptions of the advertised openings. Sharing as many details as possible increases the number of qualified candidates who apply. Then, you have fewer resumes to review and more time for interviews.

Enhance Your Employee Referral Program

Encourage your employees to refer members of their networks. You might want to increase the bonus or other incentive given to employees whose referrals get hired and remain for a set time.

Referrals already are familiar with your company, its culture, and at least one employee. As a result, referrals can quickly move through the hiring, onboarding, and training processes to begin producing.

Employee referrals tend to remain long-term because they already know someone within your organization. This longevity provides additional value for your company.

Do You Need Help with Finding Quality Talent?

Partner with Morris Bixby Group for help with hiring quality agricultural talent. Find out more today.


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