Last People and Culture blog post we discussed the tips for finding a job. This week let’s look at the other side, more specifically, what companies should keep in mind when in the hiring process.
The recruitment process is a look into the work culture of the company. From the job post to the first interaction with the candidates to onboarding. The right hire will help you grow your company, but how to find and recognize the right talent?
1. Job post and application process
A job post is possibly the first interaction the potential employee will have with your company. And as we all know first impressions matter. It’s important to stand out, but make sure the tone of the job post is accurate to your company culture. And to save your and the applicant’s time the job post should be informative. Make sure the duties, educational prerequisites, and abilities needed to succeed in the role are completely and clearly described in your job description. Additionally, the advantages of working for the company, the location of the job (or whether it is remote employment), and the primary prerequisites or qualifications are all listed in job listings.
The application process should be smooth and easy for the applicant and helpful for the recruiter. There are many options on what it can look like, be it a typical CV and Cover Letter, CV and basic questions, or CV and Video introduction. Depending on the company and the role, choose the one that gives you the best information on the applicant.
As a final note in the process, make sure to outline the application process to the chosen applicants on the first interview. Some companies have 6 stage application processes that can take months and not everyone is willing or has the possibility to go through these. So be clear and honest about what they can expect.
2. Recruitment marketing
Social media and technology have shifted the way employees look for jobs and the companies they want to work in. The information about your company is available to consume before they apply for the job. Do they like your social media presence, does your online presence accurately represent your company values and culture? In many ways, you have to sell your company and your brand to future talent. Especially now, where the possibility of remote work has opened the doors for the talent to work from anywhere in the world.
That is why it is smart to approach recruitment from a marketing angle. That will give you a better result in attracting applicants through employer branding and reaching the appropriate audience. Collaboration between the HR and marketing teams can bring innovative ideas and higher chances of success.
A diverse workforce is proven to be more innovative, it increases your workforce’s range of skills, talents, and experiences. A diverse workforce does not only mean race and gender, it includes disability, educational background, religious affiliation, and sexual orientation.
Many companies state in their job posts that they are an equal opportunity employer and believe in diversity. But it takes more than that to achieve it. What needs to be thought of is hiring bias, making sure the recruiter or the hiring manager doesn’t overlook candidates because of their own bias. Here are just 3 examples of bias:
Candidates and interviewers may talk about shared interests or exhibit comparable tendencies during the interview. Similarity bias may lead to hiring decisions that are focused more on these similarities than a candidate’s qualifications.
A stereotype is a judgment of a person based on real or imagined group features rather than the person’s attributes. When a candidate’s impression is based on stereotypes, there is stereotyping bias in interviews.
Cultural noise bias
Communication in an interview may be impacted by how interviewers and candidates perceive attitudes and ideas that are deemed socially acceptable. This frequently happens when a candidate gives responses that, rather than reflecting their genuine ideas, they feel are more generally acceptable.
To concur against any kind of bias it’s important to train your recruiters and hiring managers. Use multiple interviewers, have a structure in your interview processes and standardize your questions, etc.
The recruitment world is a lot more open now, we get job applications from all over the world, with the majority of them interested in relocation. It’s expensive for the new hire to relocate and the company to support the process, therefore it’s even more important to make sure the transition is smooth and supportive. However much hard work and stress relocation seem to you as a company, it’s ten times harder for the person who needs to start their life in a whole new country. Many times not just by themselves but also starting over with their families. This is where you can come in by making the process more fluid and less stressful. Starting from supporting them with finding accommodation, registering to get an ID code, or helping to get a family doctor. Many little things can be done to support, even if your company doesn’t offer a relocation package.
In Estonia, most things can be done online which makes relocation a lot easier. Also, there are many great resources for companies and employees to get help and quick information from. For example Work in Estonia has all the essential information and if you ever have a question you can call or email. Work in Estonia also offers International spouse career counseling, for partners who have moved to Estonia due to relocation. There are also companies that offer support when relocating to Estonia. As do we in Ecartic Agency, we give support with recruitment, onboarding, and essential relocation support.
Essentially, hiring from a different country broadens your talent pool significantly, but make sure to think through how are you willing to support your new talent within this process.
5. The Importance of onboarding
The onboarding process is the key element of making sure the employees will be successful and happy in their new roles. A structured and thought-through onboarding helps the employee settle into their new role and the company. Many think onboarding starts with the first day, but in reality, it should start from when they accept the offer. Here are things you could do before the first day:
- See or call your new hire at least once before they start, especially if they are relocating
- Get all the documentation done before they start
- Send a ‘Welcome to the team’ email, let them know about the onboarding process structure, what is going to happen and who is their onboarding buddy
- Set up their email/Slack etc
- Announce their arrival to the team
- And you could send them company swag unless you want to give it on the first day.
Companies with great onboarding programs see 2.5% more revenue growth and 1.9% of a profit margin than companies with poor onboarding processes. And yet, 63% of companies don’t extend their onboarding programs beyond the first month. This is a huge mistake, considering new hires take eight months to become fully productive.
Onboarding can be divided into 4 stages
Use these 4 stages and create a clear timeframe when each stage would kick in. As a bare minimum the onboarding should last at least 3 months, but strongly recommend extending it to 6-months with regular check-in meetings.
Recruiting and onboarding a new person takes time and money, so make sure to think through your onboarding process to lift employee retention and have a better work environment. End of the day the better the environment the company has the better results the company will see.
These were my top 5 recruitment tips! If you have any recruitment-related questions or concerns then don’t hesitate to contact us through the Ecartic Agency.