Unlock Success With Expert Candidate Screening Strategies

Unlock Success With Expert Candidate Screening Strategies

Candidate screening is a fairly common strategy among organizations that are actively searching for candidates to fill open roles. It’s a bit like a pre-interview, before the actual interview and serves as a way for a hiring manager, recruiter or other HR personnel to briefly evaluate job applicants ahead of time to determine their suitability for the position they’ve applied for.

The process typically involves checking the applicant’s resume or CV against their job application. While this can happen without involving the candidate, a screening call held over the phone or a video call helps a recruiter gain a good sense of what a person is like, learn why they applied for the job and more.

Here, we’re talking about why screening is essential and strategies to help you improve your process from start to finish.

Why Candidate Screening Is a Hiring Must

While screening can technically mean internally reviewing resumes, cover letters and other application materials, lots of employers take the opportunity to conduct a screening assessment. The process gives each qualified candidate a fair shot at showcasing their best characteristics ahead of the actual interview.

While it’s important that a job candidate is qualified for the role they’ve applied to, it’s too easy to dismiss someone with huge potential if you don’t chat with them first.

Here are just a few reasons why screening is a hiring must:

Hiring efficiency

Screening helps you narrow down the pool of applicants. These days, it’s not uncommon for certain jobs to receive upwards of 1,000 applicants.

Of course, you can’t hire all of them and there are surely some who aren’t qualified. By conducting screening calls, you can weed out candidates who aren’t an ideal fit, thereby saving time and resources by focusing more time-intensive hiring efforts on more qualified individuals.

Quality of hire

The quality of hire can determine how well an employee will perform in their role. If it’s not an ideal match, you risk turnover. Make a hiring mistake like this more than once, and it can start to cost your company big time.

Here are a few generally accepted industry figures about how much it costs to replace staff of varying levels of expertise:

  • Entry level: 30%-50% of annual salary
  • Mid-level: 150% of annual salary
  • Senior level: 400% of annual salary

By thoroughly evaluating candidates during the screening process, employers can identify individuals who possess the necessary skills, work experience and attributes required to excel in the role. This increases the likelihood of making successful hires who can contribute positively to the organization and may stick around for longer.

Compliance

Screening helps ensure that hiring decisions comply with legal and regulatory requirements, such as equal employment opportunity (EEO) laws and anti-discrimination policies. It helps prevent bias and ensures fair treatment of all candidates throughout the hiring process.

Cultural fit

Hiring the right candidate is more than just ensuring they’re technically qualified for the role. Culture goes a long way in employee satisfaction and retention, too! In fact, research shows that employees who feel connected to the workplace culture are 3.7 times more likely to be engaged.

Screening candidates allows employers to assess their values, attitudes and work styles to determine their compatibility with the organization’s culture. Hiring individuals who align with the company’s values and goals can foster a positive work environment and improve employee engagement and retention.

The Role of Tech in Candidate Screening

These days, employers have access to various types of tech tools to make screening and interviewing candidates a breeze. Not only that, but particular tools can streamline the entire hiring process from start to finish—from job posting to screening, interviewing and onboarding, and everything in between.

One exciting example of how employers are using technology to enhance the efficiency of candidate screening processes is an applicant-tracking system (ATS). An ATS is invaluable for streamlining hiring processes—just ask Fortune 500 companies, 97.4% of which say they use an ATS regularly.

Using an effective applicant tracking system helps hiring managers automate various aspects of the screening process, such as resume parsing, applicant management and candidate communication. Important hiring duties that recruiters completed manually in the past are now quicker, allowing them to filter and sort through large volumes of applications based on predefined criteria, saving time and effort.

What Criteria Should Recruiters Look for in Candidates?

This begs the question: What should recruiters be looking for, exactly? While specific criteria will depend on the job at hand, here’s what you should be on the lookout for, in general: 

  • Relevant work experience
  • Skills and competencies
  • Education and credentials
  • Growth potential

AI-Powered Screening Tools

As artificial intelligence becomes more powerful and useful for optimizing particular tasks, recruiting stands to benefit from advanced algorithms. AI and machine learning models can analyze resumes, cover letters and other application materials to automatically identify top candidates based on predefined qualifications and criteria.

With time already stretched thin and expectations of efficient and communicative recruiting processes, it’s only a matter of time before AI is a necessary tool—and we’re nearly already there.

Online Assessments

Online assessments are becoming more commonplace in the recruiting world. Ahead of a screening call, candidates can complete a self-direct evaluation highlighting their skills, knowledge and abilities. Assessments can be tailored to specific job roles to provide objective insights into candidates’ capabilities, helping recruiters make more informed screening decisions when the time comes to jump on a call.

Social Media and Online Profiles

Technology enables recruiters to leverage social media platforms and professional networking sites to gather additional information about candidates, such as their professional background, skills and interests.

Integrating social media and online profiles into the screening process can provide valuable insights into candidates’ qualifications and cultural fit.

Data Analytics

Advanced analytics tools can analyze recruitment data to identify trends, patterns and areas for improvement in the screening process. By analyzing metrics, such as time-to-hire and candidate conversion rates, recruiters can optimize their screening strategies and enhance overall efficiency.

Streamlining the Screening Process for a Better Candidate Experience

Effective hiring requires various steps—candidates want easy, fair and productive processes. To achieve this requires intentional and focused effort that spans the entirety of the system. Here’s how to do it:

  • Provide clear job descriptions: Not only do clear job descriptions ensure that potential candidates understand each job requirement, but they also reduce the likelihood of mismatched hires.
  • Have a simple application process: A simple application process makes it easy and efficient for candidates to apply. This helps attract a wider pool of applicants and improves the overall candidate experience.
  • Automate tedious manual processes: Automating burdensome manual processes such as scheduling interviews, sending out confirmation emails and collecting feedback saves time and reduces human error. Additionally, it allows human resource professionals to focus on more strategic tasks.
  • Communicate with candidates promptly: Prompt communication with candidates demonstrates respect for their time and helps keep them engaged and informed throughout the hiring process. Incorporating texting also increases the odds of your messages being received and read.
  • Avoid leaving candidates hanging too long after the screening: Leaving candidates hanging after the screening process can damage your reputation as an employer and deter qualified candidates from applying in the future.
  • Gather feedback: Collecting feedback from candidates about their experience during the recruitment process provides valuable insights for identifying areas of improvement, helping you refine recruitment strategies and ultimately attract and retain top talent.
  • Commit to continuous improvement: Developing better, more efficient processes is key to recruitment, ensuring that your organization remains competitive in today’s increasingly aggressive job market.

Improve Your Candidate Screening Process With an All-In-One Platform

Screening is just one, albeit important, part of the recruiting puzzle. With ApplicantStack, hiring managers can streamline all aspects of recruitment, from candidate sourcing to onboarding.

Utilize pre-screen and knockout questions to qualify candidates even before the official screening—so only the best candidates for the job are presented to you. Post-screening, communicate any next steps easily with email notifications and text messages to keep candidates engaged and excited.

Sign up for a free trial to see how ApplicantStack can help you hire qualified candidates, faster.

3 Tips to Improve Communication with Applicants

3 Tips to Improve Communication with Applicants

Applicants in the modern job market expect timely and frequent communication. In a survey conducted by CareerBuilder, results showed that 84 percent of candidates expect an email confirmation that they received an application or resume, and 36 percent expect to receive communication throughout the process. Yet the survey revealed that only 26 percent of companies meet these expectations.

For small businesses especially, it’s understandable how these things may unwittingly fall through the cracks. If multiple employees are contributing to the hiring process, it can be difficult to keep track of who is meant to send responses. Read on for some tips to help improve your communication with eager applicants.

Why Is Responsive Communication Important?

In a competitive job market, timely communication can set your company apart. Imagine being known across job boards and forums as the company who always responds, who keeps candidates apprised of their place in the process, and shows prospective employees they are valued at every step along the way.

The communication worst-case scenario is ghosting, when a company or an applicant abruptly stops communication without explanation. This industry trend is on the rise, with 77 percent of job applicants reporting being ghosted by a prospective employer since March 2020. Even if you believe that your company stays far on the other side of the ghosting line, everyone can benefit from examining company practices to improve communication with applicants.

Along with showing respect and building trust, effective communication techniques can save you time and money. Here are some tangible benefits:

  • Shorter Time to Hire. This important metric is affected by every stage of the hiring process. Every day that passes between application and onboarding costs the company money. Speeding it along involves participation by both the company and the applicant.
  • Higher Acceptance Rates. Effective communication not only can foster a positive personal connection but it can give your company the edge with an applicant who is weighing multiple offers. Losing a perfect candidate because of tardy communication forces you to start the search again, wasting valuable company time.

Methods of Communication

The world has moved to almost an entirely electronic form of communication vs. telephone calls and paper mail. Video messaging took the world by storm after the pandemic cut off in-person communication. In the application stage, email and text messaging are most frequently used, and interviews may be conducted by phone, video, or in-person. 

The sheer volume of wanted and unwanted messages in the modern world means what you send ought to stand out in the sea of data. It’s become more common for hiring managers to use both email and text messaging to communicate, but it’s still important to observe some etiquette.

Email Etiquette Tips

Email has long been considered the most formal and appropriate method of communication by most businesses and job applicants. It’s still important to consider some of the following ways to use it best: 

  • Craft your email subject to be noticed in a quick scan by the recipient. Make sure it’s descriptive but not too long and avoids being perceived as spam.
  • Use salutations like first name or Mr./Ms. and full-name signatures with your job title.
  • Use correct grammar, appropriate capitalization, complete sentences, and extremely judicious insertion of emojis. Third-party services that offer grammar suggestions as you write can be extremely helpful.
  • Make sure the tone matches the level of your relationship. Don’t try to be overly familiar or jokey in initial contact.
  • Be concise and use formatting like bullets or short paragraphs, especially when sharing a large volume of information.
  • Inform the recipient the days or hours you will respond to emails. For example, let them know no one will respond on the weekend or after 5 p.m. if that’s applicable. You can also let them know what to expect in terms of response time if replies are received within working hours.

Text Message Etiquette Tips

Text messaging is the most used form of communication in the modern world, and it’s possible to use texts effectively for hiring purposes. Younger job applicants especially may prefer it to email. ApplicantStack has a built-in “Text-to-Hire” feature that keeps your messages organized, allows for batch sending, and allows tracking within the ATS.

Consider some of the following to effectively use text messages:

  • Obtain a candidate’s permission to communicate via text message before sending anything.
  • Start with a greeting and identify yourself. Don’t assume the person has saved you in their contacts.
  • Use professional language. Imagine you’re writing an email and meet that level of speech.
  • Use capital letters, pronunciation, and good grammar. Proofread before sending; you could even paste into a document to double-check with a third-party editing plug-in.
  • Avoid long strings of information in text messages; use them for acknowledgements, follow-ups, or reminders. Make sure the language sounds human even if you’re using a prepared script.
  • Only send and reply to text messages roughly within your company’s business hours. This can be an important signal to the recipient that you value work-life balance. 

Points in the Hiring Process that Require Outreach

When scrutinizing how your company communicates at all phases of the hiring process, consider the following touchpoints and how effectively you’re keeping in touch:

    1. Pre-Application Phase. This would cover anyone who has signed up for a company newsletter or information about open jobs. This is an opportunity to sell yourself to prospective applicants.
    2. Application or Résumé Received. This first contact establishes the tone for future communication. Automated responses through ApplicantStack can save time and avoid mistakes. The contents should sound like it came from a human.
    3. Personal Contact. Once a candidate makes it past the initial review, a personal and professional email is warranted to set up plans for the interview process.
    4. Scheduling the Interview(s). The relative urgency of scheduling and confirming appointments makes it a prime candidate for text messaging if the applicant consents.
    5. Post-Interview Follow-up. Even if the company isn’t ready to make a formal offer, a “thank you” message is usually well-received. Some companies take this opportunity to solicit feedback or questions on the interview process.
    6. Status Updates. Some companies leave application periods open for a set length of time no matter how many qualified applications they receive. If there’s a gap between initial contact, interviews, and when you can make an offer, check-ins and status updates will likely be welcome and keep communication open between you and preferred candidates.
    7. Job Offers. Even if a verbal offer is part of your company style, a follow-up with a written offer makes sure everyone knows the particulars of salary, job requirements, company policies, and other vital details.
    8. Start Details and Onboarding. This communication is vital to a new employee. As soon as someone has accepted an offer, prompt attention to their next steps will help them immediately feel a part of the company.

Hiring managers don’t have control over every detail of the job process, but communication is an area where you can always improve. It’s important to identify weak points in how your company communicates and set up policies and procedures to save time and money. ApplicantStack is a perfect solution for centralized tracking and messaging so nobody slips through the cracks.

Should Your Job Listings Include Salary Information?

Should Your Job Listings Include Salary Information?

Salary is one of the first details job seekers look for in a posting. Along with education and experience requirements, compensation immediately determines if someone will apply for the job or move on to the next one. Common practice has been for companies to put off salary discussions until it was time for an offer. Some prefer to present a large salary range in the job listing. Shifts in the job market have seem greater movement towards salary transparency, with some states even requiring it by law.

What Is Salary Transparency?

Salary transparency is the act of openly discussing wages in job postings, in interviews, and as a part of company culture. As recently as 1953, discussing salaries openly within the company or with others outside such as the news media could be a punishable offense. The National Labor Relations Act was passed that year to protect a worker’s ability to “discuss wages in face-to-face conversations, over the phone, and in written messages. Policies that specifically prohibit the discussion of wages are unlawful.”

While companies do have some ability to limit wage discussion on social media under electronic use policies, it’s unlawful for a company to retaliate against a person for communicating about salary. They also cannot have any rules in place that prohibit those conversations.

Why Does Salary Transparency Matter?

As part of the ongoing effort supporting employment equity, several states have passed laws that require salary range as a part of job postings. Emerging data from these efforts shows, at minimum, that women benefit from salary transparency. As of March 2023, California, Washington, Nevada, Colorado, Rhode Island, Connecticut, New York, and Maryland had enacted salary transparency laws. Fifteen more states are considering adding them in upcoming legislative sessions. Each state has its own job posting requirements. Some demand a list of all benefits, while others want to see just a salary range.

Gathering data to these laws’ effects will take some time. But according to The Center for American Progress, a recent (though limited) study analyzed Colorado’s pay transparency law. After its passage, the state’s labor force participation rate increased compared with the labor force participation rate of nearby Utah. Since the Beehive State has similar demographics and economic characteristics, it served as a good comparison. In a competitive labor market where companies are looking to cut through the noise and find the best candidates, salary transparency may be a promising solution.

Including Salary Detail in Job Listings

To new generations of workers, perceiving salary as a taboo topic is an unpopular stance. Recent data from The Society of Human Resources Management shows that a whopping “80% of U.S. workers are more likely to consider applying for a position if the pay range is listed in the job posting.”

Whether companies see this as a burden or an opportunity is up to them. Secrecy around salaries not only affects new hires, but current employees too. A company culture that discourages open discussion may be banking on an underpaid employee not realizing that their position is worth more than they are making. This can dramatically affect employee retention along with hiring replacement workers who find that practice distasteful.

Employers who are feeling adrift with new regulations and practices can take some comfort in the nuances of the discussion. SHRM points out that pay equity is about fairness. Fairness accounts for differences between people that are nondiscriminatory. Examples include special skills, years of experience, education, and location. Employees don’t have access to all the data and information available to HR. There are legitimate reasons to offer different salaries to different workers. It’s important to spend time documenting these reasons and make sure they are fair and easy for other employees to understand.

Benefits of Including Salary Range in Job Postings

  • Preparedness: Including salary information in job postings allows hiring managers to make these decisions in advance of the first candidate walking into the interview. It encourages scrutiny of past salary practices and adopting legally compliant policies (where applicable).
  • Trust: Transparent salary information fosters trust between job candidates and existing employees. As companies post job information on popular websites and social media, good and bad information can make its way to both potential and current workers. Extending this courtesy to both groups is vital for filling positions and job retention.
  • Quality: SHRM found that 66 per cent of companies who include salary information in job postings said the quality of their candidates improved, along with 70 per cent who said the number of their applications increased. A high caliber applicant pool saves you time and money.
  • Stand Out: Part of an employee’s compensation package is perks and benefits. If your small business feels like it can’t compete with larger companies from a salary perspective, you can list available perks that make your company culture unique. Examples include a gym membership, flexible work hours, or a generous PTO or holiday policy. For some workers, those benefits will outweigh the potential of a higher salary.
  • Productivity: If your company offers compensation that’s tied to performance, transparency makes it clear how employees can achieve their highest level of salary. It can foster healthy competition between employees who do a similar job. Secrecy can have the opposite effect, as gossip can discourage employees from doing their best work.

If your company has adopted salary transparency as a best practice, ApplicantStack can help. You can fill in the salary or salary range in every job listing for quick internal reference and to easily populate top job boards. Enjoy the peace of mind that comes with complying with local regulations and recruiting the best possible candidates for your company.

ApplicantStack Achieves Gold Partnership Status with Indeed

ApplicantStack Achieves Gold Partnership Status with Indeed

We’re excited to announce our inclusion in Indeed’s ATS Partner Program as a Gold Partner. We work closely with Indeed to build reliable integrations, optimizing hiring processes for countless businesses across all industries.

ApplicantStack + Indeed Integration

Indeed is the top-ranked job site in the world, drawing more than 350 million unique visitors on a monthly basis. The goal of the site is to put jobseekers first, offering access to open roles and the option to research companies they are considering working for. With over 245 million resumes on Indeed, employers can also find and connect with top talent, creating a mutually beneficial situation for the workplace.

ApplicantStack is designed for small business clients, helping them compete with major companies for skilled talent. Without the right applicants and new hires, it becomes more difficult to grow and maintain a stellar team. But the recruiting process can take a lot of time and effort, which small business owners may not have to give.

ApplicantStack levels the playing field, and the integration with Indeed gets open roles in front of a wider audience. Sponsored Jobs, which can be created and posted within the platform, attract nearly five times more candidates than non-sponsored jobs. Plus, the applicant-tracking system (ATS) streamlines the recruiting process while ensuring access to all data from one place.

Take Advantage of Indeed + ApplicantStack: A Winning Combination

Learn more about our integration with Indeed and how you can access an all-inclusive hiring & onboarding solution as you build your team.

5 Tips to Craft the Perfect Candidate Pitch

5 Tips to Craft the Perfect Candidate Pitch

Finding the right person to fill an open role with your company can be a challenge. But even when you locate them, you might need to sell them on the organization. The latest generation of workers wants to feel like the company they work for aligns with their values and that they can make an impact.

So, that means you always have to be ready to sell your company and show how it benefits society as a whole. This concept can help you generate more interest in open positions and attract candidates who really care about the work they do. Explore our five tips to craft a candidate pitch that appeals to all who hear it.

What is a Candidate Pitch?

A candidate pitch, also known as a recruitment pitch, is a clear and succinct statement offered to a prospective new hire to inform them of the position and company. The goal of this pitch is to capture their interest. It should also encourage them to submit an application or consider an offer. By crafting and using a recruitment pitch regularly, your team can emphasize the value of the company and what it contributes.

Ways to Improve Your Candidate Pitch

As you consider how to pitch the company and open roles to a potential candidate, you can incorporate these five tips.

Tell a story

People respond more effectively to stories, as the information presented in this way is more memorable and relatable. As you craft your recruitment pitch, think about the narrative you could weave around the start of the business and how it has reached the point it is at today.

You might also think about incorporating elements of existing team members’ stories. For example, if you have an employee who has moved up from a lower level to a higher one, tell that person’s story. Demonstrate the opportunities for professional growth and development and investment in each individual’s potential and skillset.

Highlight unique selling points (USPs)

Every business has its own unique selling points. Your candidate pitch should emphasize these clearly. Describe what sets your company apart and what members of the workforce get to experience as part of the organization. You could also highlight some of the elements of your business that align with candidate values. Examples include any investments into inclusion, environmental sustainability or opportunities to advance.

Take advantage of resources

In today’s tech-heavy world, it’s worth taking advantage of all available resources. Artificial intelligence (AI) platforms are ideal for creating first drafts of content, including a pitch to sell potential candidates on open roles within your business. Input the information you have and see what you get. It’s easy to make adjustments where needed, and you’ll likely save some time on the first go-around.

Customize the content to your audience

As you craft a candidate pitch, consider the people who might apply for open roles. What do these individuals have in common with one another? Do they share certain skills or experience? Customize your pitch to what those people might be interested in hearing about the company.

Include a call to action

Make sure candidates know what the next steps are in the process with a clear call to action at the end of the pitch. If you’re discussing open roles, provide information about where to find additional details and how to submit an application.

Are you looking for additional resources to streamline your hiring efforts? ApplicantStack is your go-to, offering applicant tracking and candidate management tools that keep everyone on the same page. Whether you’re building a new time, backfilling an open role, or hiring regularly, you can count on this solution to make it easier to find and bring on talent. Give it a try (it’s free)!

Essential Best Hiring Practices To Attract and Retain Top Talent

Essential Best Hiring Practices To Attract and Retain Top Talent

Attracting, hiring and retaining top talent is not a game of chance — it’s all about strategy. In fact, there are right ways, wrong ways and optimal ways to go about hiring that can increase your chances of attracting the right people for your open roles.

When completed with care, you can:

  • Get your job listings in front of the most qualified candidates.
  • Attract passive candidates.
  • Engage job seekers.
  • Improve the candidate experience.
  • Retain top talent.

In this blog, we’re discussing some of the most important and lucrative hiring best practices that can help set you up for recruiting success in 2024 and beyond.

The Benefits of Getting Your Hiring Process Right

At the end of January 2024, the U.S. Bureau of Labor Statistics reported approximately 8.9 million job vacancies nationwide. This figure is down from an all-time high of 12.2 million in March 2022, but there’s still some work to be done to fill these millions of open roles.

And, while hiring best practices can change significantly from one industry to another, we believe there are a few core principles and strategies that provide value to recruitment and retention across the board.

Before diving into those best practices, let’s first understand some of the benefits that a focused and well-balanced recruitment process can provide for your organization.

Higher Quality Talent Acquisition

A well-executed hiring process can increase your chances of attracting the most qualified candidate for your open role — someone who possesses the skills, experience and cultural fit necessary to excel at your company.

Well-executed, of course, means a genuine, optimized and fair hiring process. Unfortunately, this is something that employers need to be reminded about. A recent study revealed that a surprising 36% of hiring managers admit to lying to potential candidates. Even more surprising, a whopping 80% of hiring managers believe that lying is “very acceptable” during the recruitment process.

So, what is the cherry on top of all this fibbing? About 35 percent of prospects that were lied to and then hired ended up leaving the company within one month, and 31 percent within three months.

Finding and retaining good talent needs to start off on the right foot: the honest one.

Improved Performance and Productivity

Hiring the right people can enhance team dynamics and productivity, which can lead to improved performance and better business outcomes. McKinsey calls this employee archetype the “thriving stars.” And, based on research, they say that employees belonging to this archetype “bring disproportionate value to the company” and “have a hugely positive impact on performance and productivity by, among other things, creating psychological safety and trust in a team setting.”

Cost Savings

Hiring the right candidates from the outset can help reduce recruitment costs associated with turnover, training and onboarding. No study is required to discern that hiring is an expensive mechanism of the modern workplace.

Job advertising and interviewing aside, high turnover sometimes means higher severance pay for fired employees, while onboarding new ones may mean more signing bonuses and relocation assistance.

Beyond the cost of the recruiting process itself, there are plenty of other expenses that can strain your budget quickly.

Enhanced Company Culture

Hiring individuals who embody your company’s core values and contribute positively to the workplace culture can strengthen your organizational ethos and foster a sense of belonging among employees.

The result? Oftentimes, hiring individuals who are a good cultural fit results in higher employee engagement, reduced turnover and better performance all around. By consistently hiring and retaining top talent, organizations position themselves for long-term success, growth and sustainability in today’s increasingly competitive business landscape.

The Negative Impacts of Hiring the Wrong People

We’ve discussed a few benefits of hiring an ideal new employee, but what about some of the less obvious, negative impacts associated with poor hiring practices?

Have a look:

  • Wasted resources: Unoptimized processes take longer, are more prone to error and may unnecessarily extend your time-to-hire, which costs money.
  • Missed opportunities for innovation, growth and achieving strategic objectives: With a drawn-out recruiting process, you risk losing the interest of qualified candidates.
  • Reputational damage: Poor practices are pretty evident — especially to prospective hires who have no stakes in your organization. An unideal process may warrant criticism, which can harm your brand image.

5 Hiring Best Practices

Hiring isn’t easy—but it also doesn’t have to be rocket science. Employ these five recruiting best practices to get the ball rolling in your organization’s favor (while also appeasing prospective employees).

1. Define Clear (and Honest) Job Descriptions

Harkening back to the research done on employer honesty, you absolutely should not lie to a potential candidate at any point throughout your recruitment strategy. Not in the job description, during the interview process or onboarding.

For curiosity’s sake, here are the top five things that employers lie to candidates about — so you can do the opposite:

  • The role’s responsibilities (40 percent)
  • Growth opportunities at the company (39 percent)
  • Career development opportunities (38 percent)
  • Company culture (31 percent)
  • Benefits (28 percent)

Be honest about the responsibilities and expectations of each role in your job postings, and your new hires may just stick around for longer.

2. Use an Applicant Tracking System (ATS)

The average time to fill (TTF) across companies is 47.5 days, according to recent research. Using an ATS can help reduce TTF to get new employees hired and onboarded more quickly to help save company resources. Beyond this, however, 32 percent of companies are looking to consolidate their talent acquisition tech providers, and instead want partners that can help with multiple areas of the funnel, including:

  • Sourcing (30 percent)
  • Onboarding (25 percent)
  • CRM (24 percent)
  • Assessments (19 percent)

One ATS platform that can do it all is exactly what recruiters are looking for. More than that, 21 percent want AI-driven solutions.

3. Don’t Forget To Assess Cultural Fit

Workplace culture is at a bit of a strange juncture these days. With an increase in remote/hybrid working arrangements, employees say that feeling less connected to their organization’s culture is a major challenge.

For organizations, some believe that hybrid work has negatively impacted their workplace culture. So, what’s the solution?

Both of these revelations communicate that culture is still important, even if employees are going into the office less and less as time passes. So, when hiring new employees, it may be more important than ever to assess cultural fit and how a candidate could positively contribute to your hybrid atmosphere. Here are some questions to ask during the interview process to glean good cultural information:

  • Can you describe your ideal work environment?
  • Tell me about a time when you successfully collaborated with a team.
  • How do you handle ambiguity or change in the workplace?
  • Describe a situation where you had to resolve a conflict with a colleague.
  • What do you value most in a workplace?

4. Invest in Your Employer Branding

According to Universum’s 2023 Employer Branding NOW study, employer branding is a top priority for organizations right now and a critical HR investment.

What’s influencing this investment? Well, 86 percent of surveyed employees revealed they are likely to research a company’s reviews and ratings when deciding on where to apply. Moreover, half of all candidates say they wouldn’t work for a company with a bad reputation. Here are a few ways to  improve branding to optimize the hiring process:

  • Create consistent brand messaging
  • Provide growth opportunities
  • Emphasize employee well-being
  • Welcome, monitor and respond to employee feedback

5. Promote Diversity, Equity and Inclusion (DEI)

DEI in the workplace is a bit of a difficult topic these days. There’s a strong political divide between those who support DEI efforts and those who believe having strict race requirements for certain roles, grants or opportunities is iffy.

What we do know for certain, however, is that everyone—no matter their background—deserves an equitable chance at success in their work.

As we progress further into 2024, the way organizations approach DEI may change, so it’s important to stay abreast of hiring trends to determine the most beneficial path forward for everyone—job seekers, employees and organizations included.

Here are a few ways to help promote that success:

  • Foster inclusive leadership: Train managers and leaders to promote inclusivity in their teams, to actively listen to diverse perspectives, advocate for underrepresented employees and create an inclusive work environment where everyone feels valued.
  • Review and address pay equity: Regularly review your organization’s compensation practices to identify and address any disparities based on gender, race or other characteristics.
  • Create employee resource groups (ESGs): Establish employee resource groups or affinity groups where staff from diverse backgrounds can connect, share experiences and advocate for positive change.

Optimize Your Hiring Process With a Purpose-Built ATS

Curious how an Applicantstack can take your hiring process from bad to best? Take a tour of the platform to see for yourself!

With solutions for recruiting and hiring, candidate management and onboarding, ApplicantStack is an end-to-end recruiting solution that streamlines, automates and optimizes the traditional, time-consuming tasks of hiring to help you find better candidates, faster.

Cast a wider net, communicate promptly and onboard quickly in today’s ever-evolving job market. Want to see it in action for your organization? Try it for free today, no strings attached.