5 Hiring Tools You’re Underestimating

5 Hiring Tools You're Underestimating

To help you make the most of your hiring process, here are five hiring tools you’re underestimating and how you can use them to build a talent magnet.

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Great Information

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Awesome content, even better software. Just think what our technology could do for you.

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5 Hiring Tools You’re Underestimating

Hiring the wrong people can bring down your company’s culture and generate a negative work environment, causing high turnover and low morale. However, hiring the right people can drastically increase your employee retention. In fact, 66 percent of candidates think that having a positive interaction with the current employees of a company is the best way to gauge if they’ll like the employer or not. 

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To help you make the most of your applicant tracking and recruiting processes, we’ve highlighted five hiring tools you’re underestimating and how you can use them to build a talent magnet.

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1. Showcase Your Company

You only get one shot to make a good first impression. Investing in your employer brand with tools like a careers page showcases your company and highlights opportunities in an attractive and exciting way:

  • Have a clear employee value proposition that showcases your company, its values/culture, and what you have to offer to top talent.
  • Give candidates an authentic snapshot of your company by including photos of your team and office, as well as employee videos and testimonials.
  • Focus on creating a site that is visually pleasing and easy to navigate (especially on mobile). Candidates should be able to find and apply to the right job in as few clicks as possible

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Over 75 percent of professionals are passive candidates, or those not actively looking for work. Treat hiring as an ongoing process and not a one-time deal when a position needs to be filled.

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2. Promote Your Jobs

Your job postings are only as good as the people who see them. So how much visibility are your job posts getting? Utilize job boards, social media platforms, and employee referrals to share your career opportunities with a larger network of candidates. It’s important to get the right candidates excited to apply:

  • Provide a clear understanding of your company and the position.
  • Make it easy for candidates to determine whether they are qualified.
  • Get candidates excited to apply be sharing perks and other differentiators that they care about.

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46 percent of recruiters see recruiting becoming more like marketing. In today’s business landscape, you have to treat candidates like leads in a funnel. And the more you can do to promote your job postings, the more quality candidates you’ll receive.

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3. Simplify Your Application

Over 50 percent of candidates apply for jobs from their smartphone, so it’s vital that your application process is easy to navigate or they’ll apply somewhere else. Make sure you’re using a solution that automatically optimizes your application for mobile use so you can achieve a better applicant experience.

It’s also important to keep initial applications short and sweet to increase the number of applicants received. Employers saw a 17% reduction when their applications were 10 questions long versus an 88 percent reduction when they asked 45 or more questions.

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45% of candidates apply for jobs from their smartphone. Time to implement a simpler mobile application process.

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4. Prescreen Candidates

An important part of streamlining your hiring process is the ability to hone in on top candidates so you’re not wasting time interviewing the wrong people. The best candidates are off the market in only 10 days. So if you’re still relying solely on an applicants’ resumes to find the right fit, it’s time to up your game.

Prescreening questions and benchmark assessments allow you to fast track contenders who are qualified for the positions you’re trying to fill. You can use those results to benchmark candidates against each other or top performers in your company to narrow down applicants even faster.

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 The best candidates are off the market within 10 days.

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5. Interview and Score

Now it’s time to evaluate your current interview process. Interviews are vital when it comes to identifying candidates with the most potential. By using in-depth interview guides and scorecards tied to the core competencies for positions, you will be able to improve your hiring accuracy and consistency. Just make sure you’re not making the interview process too long or complicated. You could risk losing great candidates.

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How Your Hiring Process Affects Turnover

You may not realize it, but the hiring process you’re using today has a huge impact on your turnover rate in the following ways:

  • Productivity – 15 percent of candidates who have a positive hiring experience put more effort into the job.
  • Hiring the Wrong Employee – The average cost per hire has risen to $4,425.
  • Unfilled Positions – 42 percent of employers admit to being concerned that they won’t be able to find the right talent and 72 percent of employers have difficulty finding qualified candidates.
  • Word of Mouth – 55 percent of job seekers never finish applications for potential employers after reading negative reviews online and 84 percent of candidates say that the reputation of a future employer is a major factor in the job seeking process.

By investing more in your overall employer brand, including your hiring process, company culture, and the employee experience, you could reduce your turnover rate by as much as 28 percent.

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Employee turnover can be reduced by 28% simply by investing in employer brand.

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What Does Your Hiring Process Look Like Today?

Are you using a recruiting and onboarding solution that offers any of these tools or are you still using manual processes to hire talent? If you’ve identified any hiring gaps while reading this article, it may be time for a change.

With the right recruiting and onboarding solution to help you automate your hiring process, your company will become a talent magnet. You’ll find and attract the best candidates and hire people who will want to stay with your company. In addition to centralizing your applicant tracking, recruiting, and onboarding, look for a solution that offers the hiring tools we discussed:

  • Showcase Your Company with an engaging careers page to make a great first impression.
  • Promote Your Jobs on job boards and social media platforms to get maximum visibility to your openings.
  • Simplify Your Application so applicants can apply on any device.
  • Prescreen Candidates so you can fast track top applicants that match the core competencies.
  • Interview and Score so you can choose the best talent and repeat the process for more accurate and consistent hiring.

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SOURCES

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Questions and Answers on Reporting of Offers of Health Insurance Coverage by Employers (Section 6056)

IRS: Form 8809 Application for Extension of Time to File Information Returns

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Form 1094-C

Form 1095-C

Increase in Information Return Penalties

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The APS Experience

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