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[Blog] Improving Your Recruiting Process in 2023

With 10.3 million open jobs and about half as many job seekers on the market, the competition for talent in 2023 isn’t getting any easier. Much of the focus on attracting talent has landed on salary. Wage pressure is increasing, and inflation continues to add to the wage conversation. However, while a competitive salary is important, it’s not going to be enough to get someone to say “yes” to the job. Without a thoughtful recruiting process, salary may not matter much.

Forbes discussed the importance of a thoughtful recruiting process in one of its recent publications, “How Companies Can Create Thoughtful Recruiting Plans in 2023”. Forecasting new headcount, proactively recruiting for forecasted roles, and focusing on long-term success instead of short-term gains were discussed. These are noble pursuits, but I understand that many companies aren’t set up to plan for the future when everything is on fire in the present.

I encourage employers to concentrate on “quick wins” – simple and effective changes that make a big impact in the short-term (and likely in the long-term as well). Quick wins involve transparency, expanding your talent pool, frequent communication, and speed.

To start the process of making simple and effective changes to your recruitment process, ask yourself these questions:

  • Are you listing salary in your job postings?
  • Are your HR team members, hiring managers, and other prospective interviewers prepared to speak about the benefits package and sell the perks of working for your company?
  • Are you considering candidates who don’t fit the typical mold for the role but could be trained?
  • Are you asking your current employees for referrals?
  • Are you using multiple forms of communication to reach candidates? Texts, emails, and phone calls will be needed.
  • Are you reaching out to qualified candidates within 72 hours of application?
  • Are you providing an interview timeline to qualified candidates during the first conversation you have with them?
  • Are you contacting candidates regularly during their interview process to keep them engaged and updated?
  • Does your full interview process take 14 days or less for entry level candidates?

If you answered “no” to some, most, or all of the questions above, it’s time to review your recruiting process and make the necessary improvements to recruit and hire efficiently and effectively in the new year.

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