Job candidates put a lot of time, effort and thought into their applications. Unfortunately, it’s not unusual for employers to take longer than appropriate to respond. Some may fail to send a follow-up at all. It’s actions like these that can negatively impact the candidate experience and cause a ripple effect throughout your recruiting and hiring process.
Providing a positive candidate experience is paramount to earning trust among applicants and candidates. When they feel heard and that their time is appreciated, they may be more likely to champion your organization — even if they’re rejected.
In this guide, we’re spilling our secrets on how to improve the candidate experience — from application to orientation and integration — while also boosting engagement to increase candidate quality, employee retention and more.
What Is Candidate Engagement?
Candidate engagement refers to the process of building and maintaining meaningful and positive interactions between your company or organization and individuals who are potential candidates for job openings.
The recruitment process involves a few core components, each critical to its overall success:
Communication
Personalization
Consistency
Feedback
Transparency
The goal of candidate engagement, beyond providing an engaging and constructive experience for potential hires, is to attract and retain top talent at higher rates. While that is the main goal, it’s also the main benefit of having a candidate engagement strategy and workflow in place — but it’s far from the only perk.
Here’s a tip on what not to do:
(source: https://twitter.com/Adam_Karpiak)
The Benefits of High Candidate Engagement
With a robust and positive candidate engagement strategy, employers are bound to notice more than a few benefits, such as:
Higher application rates: When word gets out that your company has stellar hiring practices, candidates may be more likely to apply. Why? Because they know their time will be respected, expectations will be made clear and communication will take priority.
A boost in offer acceptance rates:Nearly half of candidates report declining a job offer solely because they had a bad interview encounter. To lower that number, organizations need to emphasize the candidate experience by engaging early and often throughout the hiring process.
Better employee retention: The more engaged employees are during the interview phases of recruiting, the more questions they’ll ask about your company, values and culture. That makes it easier to find not only a qualified candidate but one that’s also a great culture fit.
The Problems With the Engagement Process
While the benefits are there for the taking, legacy hiring processes and poor recruitment practices stand in the way of constructive change. Before we highlight the trimmings of a positive candidate engagement framework, let’s have a look at some of recruiting’s infamous complications, i.e., stuff to avoid:
Long application processes: Leaving applicants in limbo for too long is a bad habit. In fact, long-winded recruitment processes are leading to a rise in “ghosting” between applicants and employers. (See the earlier meme)
Lack of communication or one-way communication: Oftentimes, there are no defined channels of communication where the applicant is able to contact the recruiter about their application, leading to one-way “conversations” that feel disingenuous. This has become a problem to the point that 50% of applicants lose interest in a job when communication with the hiring manager is poor.
Unclear information and untimely updates: Ambiguous job descriptions and hazy or wholly undefined next steps in the hiring process lead to a less-than-ideal recruiting practice. And, untimely updates about the status of candidates’ applications can leave a bad taste in their mouths. According to a recent study, 56% of candidates say they’re willing to walk away from a lucrative opportunity if job expectations are unclear or unreasonable.
These common issues stand in the way of qualified and talented candidates who, because of the bad experience, may choose to decline an offer if one is eventually made. Plus, if the experience was sub-par enough, they may even spread the word to others who will look at your organization differently moving forward.
So, what is required for a positive candidate experience?
Fostering Candidate Engagement Through a Positive Hiring Experience
There are a few non-negotiables when building a healthy recruitment process designed to heighten the candidate experience:
Clear and timely communication
Defined job responsibilities
An understanding and respect for candidates’ time
A smooth, prompt and unambiguous application process
There are more than a few ways to achieve these critical aspects in your hiring process, but the two that stand out most are: Having the right technology in place to facilitate your recruitment efforts. And, training your talent acquisition team to abide by best practices and your outlined engagement strategy to maximize candidate experiences.
That’s all good and well, but what’s the nitty gritty of a positive experience? What specific actions are required on the part of the talent acquisition team to uphold a high standard? And, what are the characteristics of effective candidate engagement?
The recruitment process should be:
Exciting: Every employer brand is unique, and so too should be their hiring processes. What makes you stand out as an organization? What’s your culture like?
Straightforward: Providing candidates with an idea or roadmap of how the process will unfold, and following through, establishes credibility and trust.
Informative: Sending confirmation emails that highlight important timelines or decisions, as well as providing feedback on how candidates performed during an interview, are great examples of the types of information that are valued by applicants throughout the hiring process.
How Technology Can Optimize Candidate Engagement
Thankfully, building a robust talent acquisition process that fosters a positive experience doesn’t have to mean a ton of manual labor and training. Recruitment technology, like ApplicantStack, makes it easier to attract, manage, analyze and convert potential candidates. Here’s how:
Applicant Tracking System
Our applicant tracking system is designed with ease and automation in mind. Use the feedback tab to easily keep track of interview notes, and take advantage of the questionnaire feature to swiftly complete interviews and reference checks.
Additionally, using knockout questions makes it easier to pre-screen candidates by automatically eliminating those who don’t meet the minimum requirements, helping your hiring manager save time.
Candidate Management
Today’s highly competitive hiring environment calls for efficiency and quickness. Candidate management built into ApplicantStack allows hiring managers to do everything from accepting SMS text applications from candidates to providing an at-glance view of applicant status to keep the process moving along seamlessly.
Plus, candidate texting is a two-way street. Maintain engagement by reaching out to candidates directly on their phones — and allowing them to do the same with their recruiter.
Onboarding
Great — you’ve extended an offer of employment to a candidate in record time while providing a positive experience for them throughout the recruitment process. Now, the task is to maintain that remarkable experience during onboarding.
ApplicantStack’s onboarding software brings every integral aspect of the process together in one place. Import hires, upload forms, create tasks, e-sign documents, set reminders and more. And, you can even export data and download reports to gain a comprehensive understanding of how your onboarding process is going, so you can set new goals, make necessary changes and more.
Improve Your Hiring Process
Making a good first impression on candidates is imperative. A lackluster hiring process and tedious, manual workflows could mean that you’re, essentially, rejecting qualified candidates before they’re even given a chance.
Ready to make better, more informed hiring decisions by managing candidates and providing a world-class experience? Start a free trial today.
Building your brand as an employer can play a significant role in the success of the business overall. Additionally, brand recognition and awareness may impact recruiting efforts. Explore how to build a brand that candidates want to work for and how your brand plays a role in hiring efforts.
What is Employer Branding?
Employer branding refers to the image and reputation of a company to its employees and potential new hires. The process of building an employer brand includes shaping the perception as a place where people should want to work, both among its existing workforce and any jobseekers with skills that align.
Some of the key components of employer branding include:
Employee retention levels
Talent acquisition and recruitment efforts
Company culture
Communication practices
Employee advocacy
Creating an Employer Brand that Candidates Want to Work For
No company can afford to ignore how it appears to those on the outside world. Customer loyalty is significantly impacted by the overall reputation of a business. And beyond how customers perceive it, your brand should be seen as appealing to its employees and those who may be looking for new professional opportunities.
This step-by-step guide highlights how to create an employer brand that supports your hiring and recruiting efforts.
Define your employee value proposition (EVP)
The first step in creating your brand as an employer is defining the value proposition. We covered this concept in detail, offering insights into why it matters as an employer and how to create one. As you define what you offer as an employer, you can more clearly outline the benefits and overall appeal to potential employees. This information should go a step further than simply describing the compensation and benefits offer, highlighting what makes your company stand out as an appealing place to work.
Outline your unique selling proposition (USP)
We also discussed the importance of a unique selling proposition, and its value can’t be overstated in your company’s recruiting processes. When applicants compare workplaces and the overall values of different organizations, they may opt to accept a position at one that more clearly defines what sets it apart in its industry. If your company hasn’t established such a definition, you may find it more challenging to find and hire candidates.
Build a strong company culture
Building your organizational culture is a vital aspect of creating and maintaining your employer branding. The culture incorporates the behaviors and procedures of those in the workplace, determining what it’s actually like to work for a specific company.
As you consider what you want your organizational culture to reflect, make sure to think about how to incorporate the following aspects:
Implement competitive compensation and benefits: Employees should receive fair compensation and appealing benefits in exchange for the work they do. Make sure your open positions (and even the ones that are already filled) offer competitive wages and benefits.
Promote career growth opportunities: Hardworking employees want to know what their futures look like, so make sure to outline opportunities for growth and advancement within the company as part of the overall culture. And if you emphasize that internal candidates will be given preference over external ones, be sure your hiring and promotion practices align.
Invest in employee development and recognition: Employees deserve to be recognized for their contributions, as well as have access to opportunities to progress. Offer development programs, such as in-house training or funds to take relevant courses. Implement a formal recognition program that allows top performers to be recognized for what they bring to the table.
Promote diversity and inclusion: Creating a diverse workforce can boost overall workplace morale while directly impacting the success of an organization. Inclusion is vital to the workplace because it ensures that everyone feels involved and that their voice is heard. Actively look for ways to include all team members in discussions and procedural changes.
Involve employees in the branding process
Another aspect of building your brand involves tapping into your most valuable asset — the employees. Ask for feedback from members of the workforce as you establish the culture and brand aspects that make it unique. Those who work for the organization will have unique insights, as they’re the ones representing on a day-to-day basis. Plus, if they feel involved in the branding process, it’s more likely that you’ll develop brand ambassadors who represent the organization in a positive way and boost recognition and loyalty.
Take Advantage of the Tools Available
Even with a strong and appealing employer brand, hiring can be a challenge, especially in today’s climate. Explore the tools available to you and make the most of them to gain a competitive edge when seeking top talent. ApplicantStack is a powerful hiring tool with features that simplify the process of creating, posting, and filling jobs. Want to learn more or try it for free? Get started now!
Finding and bringing on top talent can feel like a full-time job, especially in a competitive labor market. But one thing that can help your organization stand out from others in your industry is establishing a unique selling proposition. Explore the meaning of a unique selling proposition and its purpose, especially in the recruiting process.
What is a USP? Unique Selling Proposition Definition and Purpose
A unique selling proposition (USP) is a concept that communicates and identifies the compelling benefits of a specific organization or brand. Its purpose is to set the company apart from competitors, particularly in the minds of consumers. But beyond the selling advantage that a strong USP can provide, crafting one can also play a role in recruiting efforts.
An organization’s USP should include the following components:
The unique benefit offered by the brand, including what makes its products or services different from others.
Relevant messaging that speaks to the target audience members, addressing their specific wants and needs and explaining why the brand matters.
Differentiation that helps the brand stand out from competitors, emphasizing why consumers should choose its products or services.
Language that makes it memorable, easy to remember, and simple to understand.
Support for any claims made, such as social proof or evidence, to strengthen brand trust and credibility among those who read it.
Incorporating your USP in a consistent manner can reinforce the unique positioning and get the word out about what you’re trying to achieve.
USP vs. EVP: Differences and Why You Need Both in Recruiting
We recently covered the importance of an employer value proposition (EVP) on our blog, going into detail about its importance in the recruiting process. But you may be wondering, how do the two differ?
Ultimately, an EVP outlines what you offer as an employer, while the USP defines what the company provides to its customers. But the two go hand-in-hand in modern recruiting efforts, as over 80 percent of employees are looking for jobs that align with their personal values. Jobseekers may look at what you claim to offer as the employer, as well as your statement around what the organization offers to its target audience.
The Benefits of a Solid USP for Business and Recruiting
Review some of the benefits of a solid USP in your business and recruiting efforts.
A clear USP supports your brand mission and values
Part of establishing your company culture is creating the brand mission and values. Your unique selling proposition should support these aspects of the brand and its efforts to make a difference in the industry in which it operates. Your USP can also serve as a vital aspect of the brand identity and foster long-term loyalty when paired with strong values and a mission that appeals to the target audience.
A defined USP makes it easy for employees to talk about your solutions
Your employees should feel confident when facing questions about what sets your organization and its products or services apart from others in the industry. But without a clearly defined USP, existing team members and potential new hires may not know the answers to even the most frequently asked questions. When crafting a USP, consider how it can clearly define what sets your brand apart for someone who may not be familiar with the industry.
A meaningful USP can resonate with prospects who support your cause
Emphasizing the reason behind what your organization does can resonate with those who support the cause. This is also true of those who may be seeking employment with a business that aligns with their personal views.
The Parts of a Selling Proposition
As you consider how to craft a unique selling proposition that captures what sets your business apart, think about how the following four parts fit.
What it is
First up: What is your unique selling proposition? What makes your brand different from others in the space, and how do your products or services differ or add value? You need to clearly state what the proposition is when defining it.
Who it’s for
The next aspect to consider is who you’re speaking to when repeating or sharing your USP. Figuring this part out might require some research on the target audience, or who your products/services are geared toward in the market. As you identify members of the target audience, you can determine how to speak to them in a way that resonates while clearly defining what to expect.
What it solves
A USP should also identify the problems solved by the business and its offerings. For example, if your company offers housecleaning services, the USP might describe the struggles with maintaining a clean home and how your team members can make it easier to achieve that goal.
The unique point: How is it different from others?
Of course, any business can describe what it does and the problems it solves, but that doesn’t necessarily help it to stand out. The key aspect of your USP is the unique aspect, or what sets it apart from others offering similar products or services. Consider what makes your offering different and craft a statement that clearly defines the value proposition.
How to Develop (and Improve) Your Unique Selling Proposition
With a better grasp on what a USP looks like and how it fits with your employee value proposition, you can follow these steps to ensure a well-crafted statement.
Define target market: As mentioned, the first step is defining who fits into your target market. You might consider creating personas to assign characteristics to different members of the ideal audience, as well as look at what these individuals are usually searching for to solve their concerns.
Identify what makes your product/service unique: You need to be able to clearly define what is unique about what your brand offers, whether that’s lower pricing, more personalized service, or something else. Without this aspect, your USP is simply a proposition around what you sell.
Position your USP to highlight benefits: When positioning your USP, consider how you can highlight the benefits of what you offer and how they serve the best interests of both the target consumer and those who work for the brand.
Make your USP clear and concise: Eliminate any unnecessary language to keep your USP as concise and easy to understand as possible.
Test and revise your USP: It’s always worthwhile to test any marketing strategies on members of your target audience, so try launching the USP in your ad campaigns, social profiles and other efforts to see how it resonates with those who see it.
Promote your USP: It’s also worth spending some time and money to promote the USP and make sure all members of the target audience are aware of and familiar with it. Additionally, you can promote it internally with existing employees and in recruiting efforts to ensure a consistent message.
How to Communicate Your USP
Utilizing multiple channels to communicate your USP will help generate more brand awareness and loyalty.
Advertising
No matter what advertising efforts your company uses, make sure the USP comes through consistently. Traditional media and brand marketing campaigns can always benefit from the addition of points that communicate the value and uniqueness of what the business offers. After all, the average person receives 121 emails per day, and a significant chunk of those are promotional in nature. You need to determine how to stand out if you want your efforts to get noticed.
Social media
As you engage with users through social media platforms, consider how your outreach efforts can incorporate and communicate your USP. By doing so, you can ensure that even passersby are familiar with what the brand stands for and why a consumer should choose you over others in the industry.
Content marketing
Content marketing is a valuable tool for communicating a brand’s USP because it allows marketers to go into more detail. You might create blog posts around specific pain points, tying in the selling proposition when identifying how your products or services solve those issues.
Digital marketing
Your company’s digital marketing efforts should also reflect the USP, including website taglines, ad copy and headlines, and even the design elements when possible.
Recruitment marketing
When recruiting, your company needs to clearly define what sets it apart in the market to encourage jobseekers to choose to work there. Incorporating both the employer value proposition and the USP can help you achieve this goal while helping potential applicants determine whether the company aims align with their desires for a workplace.
Examples of Effective USPs
Need some inspiration? Check out these effective unique selling propositions from well-known companies.
Coca-Cola: Refresh the world. Make a difference.
FedEx: When it absolutely, positively has to be there overnight.
Nike: Bring inspiration and innovation to every athlete in the world. If you have a body, you are an athlete.
The North Face: Shaping the future of human/nature.
Shopify: The platform commerce is built on.
Stripe: Payments infrastructure for the internet.
By making the effort to create and refine your brand’s USP, you can improve your positioning in the market while boosting recruitment efforts. Attracting top talent is a shared goal of recruiters and hiring managers, regardless of industry or company size, so any competitive advantage you can gain is certainly worth pursuing to build strong, successful teams.
It’s no secret that employee onboarding is key to successful recruiting efforts and strong employee retention rates. But one question that often comes up among those responsible for building and maintaining the process of bringing on new hires is, how long should onboarding last? We answer that question, as well as cover the benefits of more intensive onboarding, below.
Average Onboarding Time
According to research published by CareerBuilder, more than half of HR professionals reported an onboarding process that lasts less than a week. A quarter responded that the process lasts for a day or less, while only 28 percent spent over a month with new hires. Some industries may vary, as enterprise and tech companies onboard new hires for an average of three months.
It’s vital to understand that onboarding is more than just a day-one thing. No new hire is going to feel comfortable in their role after a single day of information. In fact, the opposite may be true – trying to cram all the information about a company and professional role into an eight-hour shift could leave someone feeling overwhelmed and confused.
Bringing someone new on board should be a longer process that involves various people throughout the organization. Explore the reasoning behind extended onboarding, along with the benefits of investing in this type of program.
Investing in a More Comprehensive Onboarding Process
Ultimately, the right length of time spent onboarding a new hire depends on your company, industry, and the individual role. But experts recommend creating a more comprehensive process that allows someone to ease into their job, rather than feeling like they’re drinking from a fire hose. Extending the onboarding experience allows those involved to transition the overall process into a chance for continuous learning and development.
Benefits of Better Onboarding
By taking time to adjust your company’s onboarding practices and extending the process, you can create a more positive experience for every new hire. The benefits of these efforts are extensive.
Improves knowledge retention
Can you think back to your first day at your current job? You probably experienced a feeling of being overwhelmed, along with some confusion – especially when learning more about your expected duties and responsibilities, company policies and procedures, and even the lay of the land (if you work in-office).
Starting a new job tends to be an experience of knowledge overload. But according to research performed by Goins & Fisher, a new hire retains approximately 10 percent of what they learn during the onboarding process, 30 days into their role. By contrast, nearly three-quarters of new employees have knowledge gained by performing essential duties of their jobs. Hands-on training is a much better teacher than a person talking at you for hours on end. Consider how your onboarding process can introduce ideas, then put them into practice ASAP.
Establishes a supportive, learning-based culture
A longer onboarding period can also play a role in your organizational culture, establishing the importance of continuous learning. When employees can learn more things over time, they tend to have stronger skills and improved retention of their knowledge. As a result, your organization can drive growth and innovation by providing opportunities to learn and develop.
Drives business success
The bottom line is that you want your business to succeed, and employees play a significant role in making that happen. Return on investment is generally one of the most important metrics to consider, including when recruiting and bringing on new hires.
Employees who feel comfortable in their roles and understand what is expected of them tend to get up and running faster, which translates to improved productivity and engagement. These characteristics can influence overall business success, making it worthwhile to invest in supportive onboarding processes.
So how long should onboarding take? We recommend spreading it out over at least three months for lower-level roles and up to a year for higher-level positions. Provide opportunities to meet with others in the company to get a sense of how an employee fits into the strategy and future goals. By taking these steps and extending the process, you can reap the benefits of employees who feel positive about their futures and ready to step up in their roles.
Having an excellent business strategy and brand image won’t be enough to maintain a stable organization. When running a business, it’s easy to get caught up in focusing on annual targets and strategic theories. So much so that some may forget one of the most important facets of their business that keeps it afloat: the staff.
Companies often strive to hire and retain employees that will stay during the hard times and good. Unfortunately, pay alone won’t cut it anymore. Obtaining a loyal relationship with your hires requires give and take; benefits should go both ways.
To facilitate a dedicated workforce, it’s essential to implement proactive and purposeful processes that nurture your employees and make them feel valued.But why is employee retention important and what can your business do to protect against high attrition rates?
The Great Resignation
“The Great Resignation” is a key example of why retention is critical to a successful workforce. This event refers to the sudden boom in employee resignations that took off in April 2021. According to the Bureau of Labor Statistics, over 47 million Americans quit their jobs voluntarily, putting substantial financial strain on businesses around the world, primarily in the U.S.
Contrary to popular belief, the effects of the pandemic didn’t play a primary role in this mass departure. In fact, a Joblist survey found that it was actually unhappiness regarding how companies treated their staff in response to changing conditions (19%), alongside other key factors such as lack of pay or benefits (17%) and limited work-life balance (13%).
The newfound ability to work remotely and embrace a better work-life balance has driven workforces to explore the opportunities available to them. With this recent liberation, employees have started to demand more from their employers, combatting issues like:
Toxic working relationships
Negative company culture
No growth opportunities
Lack of recognition for contributions
Expected — but unrewarded — overtime
A recent study by Gallup estimates that employee burnout results in $322 billion in lost productivity and turnover. These decreasing workforces should serve as an eye-opening reminder that the importance of employee well-being and satisfaction can’t be overstated. That’s why it’s important to identify ways your business can directly address this problem and mitigate high resignation rates.
7 Methods to Enhance Employee Retention
To help you form a robust plan of action, we’ve listed the key ways your organization can protect against a fragile workforce.
1. Identify Turnover Patterns
To understand where the issues lie in your organization, it’s essential to assess potential patterns in your turnover rates. This effort could outline a particular time of year or event that causes employees to hand in their notice. Here’s how you work this out:
First, calculate the average number of employees within a certain time frame.
Average number of employees = (Number of employees at the beginning of set time frame + Number of employees at the end of set time frame) / 2
Then,use the below formula to uncover your turnover rate.
Employee turnover = (Number of employee departures / Average number of employees) x 100
Without feedback from your team, you may not be able to effectively improve your systems. Aim to gather constructive criticism from current employees to identify the key areas to improve on. It’s also important to ask for feedback from new hires during the onboarding process so you can act on these problems promptly and refine their experience.
In recent years, businesses have seen familiar faces coming back to their workforce. If you’re aware of any returning individuals in your company, make sure to ask what drove them to resign. Consider employing leaving interviews to gain honest insight into this as well.
2. Offer Flexibility
The standard nine-to-five schedule that’s set in stone can pose an immediate red flag for employees in the modern era of working. Trusting your workforce to work a flexible schedule can show your company’s compassion and understanding of their personal needs. Consider implementing the following practices:
Flexi-schedule: Employees are able to set their own working hours, e.g. 10am to 6pm.
Remote work: Workers can work outside the office, preferably at home, for convenience.
Job sharing: Two or more people work part-time to fulfill one full-time job role.
3. Provide Growth Opportunities
If you don’t offer clear pathways for development, it’s likely your workforce will search elsewhere for opportunities to move up. Supply skill-based training workshops and leadership development programs to promote growth and retention within your organization.
Educational opportunities aren’t just limited to standard employees; they also can be very valuable for managerial positions too. In fact, regular leadership training for managers can contribute to overall employee retention by ensuring that management is equipped with the skills necessary to build and maintain a motivated, supported workforce. Nurturing these positive working relationships will go a long way in forming a loyal and dedicated team.
4. Review Pay and Benefits
If your compensation packages remain static throughout the years, you’ll probably offer outdated benefits and pay low salaries for your employees’ expertise. While pay and benefits aren’t typically the primary cause for attrition, they can contribute to the last push that finalizes their decision to leave.
To combat this, regularly review market-leading salaries to compete with businesses in your sector. Also, update your benefits packet to align with modern working demands, such as flexible working hours. What’s most important is to advertise these perks to your workforce and potential new hires.
5. Recognize Your Teams’ Efforts
Employees only become motivated when they have something to work toward, whether that be a purposeful mission or a pat on the back. Companies with an established culture and reward practices in place boost their chances of maintaining an enthusiastic and driven workforce.
Inspiring staff members can help them feel valued, and in turn, make them likely to perform better. Facilitate positive engagement by encouraging employees to take on new projects and recognize them for their good performance and hard work. Employees who feel stimulated by their tasks and appreciated for their efforts have more potential to stick around.
6. Organize Team-Building Activities
Ensure that employees can effectively interact and collaborate with each other by incorporating fun team-building opportunities that foster communication. This may help new hires integrate within their team, let current staff members build stronger interpersonal relationships or alleviate any tensions within the office that might impact work performance. This could be as simple as a team lunch to a day outing.
7. Invest in Your Onboarding
An excellent way to boost retention is to nurture the employee journey of your new hires, ensuring they’re equipped with the tools, information and support they need to settle into the team. Make sure your onboarding lasts longer than one week to establish thorough training for new hires and provide ongoing support. A strong first impression makes a lasting difference, so enhancing your onboarding process will help you make a positive impact on your incoming recruits and make them feel welcome.
Unlock the Power of Onboarding Software
Onboarding software can make a significant difference in streamlining your overall onboarding process. An all-in-one software solution can be invaluable in enhancing communication among siloed teams and providing a single digital platform to store records securely.
With ApplicantStack Onboard, you get an extensive selection of features that support your onboarding procedures, such as customized onboarding checklists for each job position or work location. Here are just a few features our comprehensive tool has to offer:
Automated checklists: Allocate tasks to new recruits and build checklists to ensure they’re on the right track.
Hire import: For seamless integration, applicant data from the interview stage flows throughout the system, which eliminates duplicate data entry and saves time for your team.
Electronic documentation: Streamline the signing process and eliminate heaps of paperwork by handing your crucial documents electronically.
Automatic reminders: Receive automated reminders that keep both managers and new hires informed to reduce the risk of important tasks remaining incomplete and unaddressed.
Document storage: Secure your company’s critical documents in a centralized location and organize them intuitively to upgrade your storage methods.
Reporting: Gather feedback with standard and custom reports to monitor your onboarding metrics for constructive and valuable insights.
Empower your workforce, including those who have recently joined the team. Start your journey with ApplicantStack by signing up for your free trial today!
The workforce is the heart of any organization. Members of the team determine how efficiently things get done, as well as the level of service customers receive when interacting with the company. Hiring the right people to fill open positions is vital in building and maintaining strong teams. But without an effective recruiting program in place, your company may be scrambling to hire.
This article outlines the benefits of strong recruiting programs and why it’s worth investing in one, regardless of company size.
What is Recruiting?
Recruiting refers to the process of seeking, attracting, and bringing on talented individuals to fill open positions with a company. The process is a vital aspect of HR management, playing a pivotal role in the development of a capable and talented workforce.
When a company is recruiting to fill an open position, those involved in the hiring process typically complete multiple steps:
Analyzing the position, including its responsibilities, required skills, and qualifications, and writing a thorough job description.
Sourcing candidates through various outlets, including social media platforms, referrals, job boards, and recruiting agencies.
Screening applicants by reviewing applications and resumes, identifying those that meet the initial criteria.
Interviewing top candidates, which may occur in person or virtually.
Assessing and testing candidates to confirm their abilities or verify aspects of their personalities.
Offering the job to the top candidate and undergoing the negotiation process (if applicable).
Investing in your organization’s recruiting efforts can make a big difference in more than just the hiring process. The following 11 benefits come from good recruiting programs.
Access to top talent
When your organization recruits more effectively, this provides access to top talent. A well-defined strategy can target ideal candidates and channels for sourcing applicants, ensuring that recruiters focus on attracting the best people.
Good recruiting efforts also demonstrate the values and culture of the organization, along with opportunities for growth and advancement. As a result, people are more interested in working for the company and seek out open jobs.
Improved employee performance
Employees who feel supported in their roles tend to perform better. And when you fill open positions with talented and engaged individuals, teams tend to function more cohesively. By contrast, high turnover rates and poor hiring efforts can cause good employees to feel like they’re bearing the brunt of the workload. They may start to feel burned out and resentful, which causes a decline in overall performance and workplace morale.
Enhanced company culture
Your company culture is highly influenced by the people who work there. Hiring for cultural fit alongside core skills and competencies can help you continue to build and nurture the atmosphere you want in the workplace.
Higher retention rates
Employee retention is a highly discussed topic in today’s job market. When the Great Resignation occurred, employers were left scrambling to fill positions and meet customer needs. But strong recruiting practices can boost retention rates, which eases the strain on recruiters and managers.
Reduced time-to-hire
The average time spent on filling a position is 36 days. When your company has multiple roles to fill, the time can really add up. Freeing up time to spend on other tasks is certainly appealing, particularly among those who wear multiple hats. Plus, getting new employees up and running can ease the strain on their team members and increase productivity.
Cost savings
Every company, regardless of size, can benefit from saving money. And since it costs nearly $5,000 to bring on a new hire, making sure every new employee is the right fit is certainly appealing from a financial standpoint, not to mention the other benefits of keeping happy employees around.
Increased innovation and creativity
Employees who feel secure and supported in their roles tend to have higher engagement and productivity rates than those who are unhappy. When your recruiters find the right hires to fill positions, those individuals may feel happier when they come onboard. As a result, they’re more likely to come up with creative and innovative ideas, which can have a great benefit on your organization.
Positive employer branding
Employer branding refers to the image and reputation of an organization among its existing employees and potential candidates for roles. Beginning with the experience of each candidate, your company can generate a positive brand image. Ensure the application process is simple (and mobile-friendly) with regular check-ins and communication along the way. Texting is one of the best ways to stay in touch, as today’s applicants are much more likely to open and respond to texts than other forms of communication.
Positive employer branding can also aid in attracting top talent and building a stronger culture. When your team members are happy, they may serve as brand advocates, continuing to generate positive buzz around the business.
Long-term growth and sustainability
Effective recruiting can make a significant difference in the long-term sustainability and growth of an organization. When hiring managers identify people with the right expertise and skills needed in specific roles, they can help support growth initiatives. An agile workforce that is open to change can also adapt to changing market needs and competitive pressure.
Better customer experience
Employees who interact with customers should represent the company in a positive and supportive manner. When your organization invests in hiring talented individuals who are good cultural fits, it’s more likely that customers will have a positive experience during these interactions. Additionally, lower employee turnover rates often translate to better service, as more experienced and loyal employees have additional knowledge to share.
Competitive advantage
Gain a competitive advantage when you invest in your recruiting efforts. The benefits above outline how your company can enjoy greater success, increased growth, and a positive image. These and other advantages of strong recruiting make your company more appealing to jobseekers.
Enhance Your Recruiting (And Get These Benefits) with Quality Recruitment Software
When you need to hire top talent, you need the best tools at your disposal. And while some recruiting platforms are built for big business, ApplicantStack is ideal for the small-to-midsized organization. It’s designed with the needs of smaller companies in mind, with a price point that fits into just about any business budget. Plus, it doesn’t skimp on features – post to hundreds of a job boards with a click, take advantage of templates, and ensure a consistent onboarding process for every new hire.
Get started now with a free trial and take your recruiting program to the next level.
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