Effective Recruitment Process: How to improve the recruitment process and attract the top talent more effectively?

Recruiting the best professionals can be a challenge even for experienced HR departments. Increasing demands and awareness of candidates as well as changes in the job landscape and attitudes toward work are requiring more and more effort from employers. Streamlining recruitment processes is becoming key to attracting qualified candidates in a variety of fields. But how can employers effectively improve hiring process and thus provide their company with the best employees?

Streamline your recruitment process

In order to recruit the best talent for specialized positions at their companies, employers must ensure that they stand out from the crowd and ensure that not only the offer but also the communication with potential candidates is appealing. Poor communication, lack of feedback or unclear job offers are some of the factors that can cause potential candidates to drop out of your recruiting process. What elements are most offputting during a job search?

What factors when contacting recruiters are frustrating according to candidates in the IT industry?

• Lack of information about salary ranges – 64%
• Sending offers inadequate for the position/skills – 56%
• Sending non-personalized messages – 49%
• Lack of familiarization with resumes – 45%
• Lack of knowledge of the job specifications – 42%
• Unclear and difficult to understand tasks – 22%
• Lack of interest during the interview – 17%
• Inappropriate questions and comments – 13%
• Mistaking name or gender – 11%

What are the main reasons candidates in the IT industry reject job offers?

• Low salary – 60%
• Bad impression after the recruitment interview – 57%
• Long process of waiting for an offer – 43%
• Unsuitable work culture – 29%
• Different salary than stated in the job ad – 27%
• Too high requirements for the position – 25%
• Lack of feedback – 24%

How does it look among blue-collar workers? The issues that most often discourage candidates from applying for jobs are:

• Lack of information about the salary – 62%
• Poorly detailed job description – 52%
• Job description inconsistent with the position – 38%
• Incomprehensible job title – 35%
• Lack of information about the place of work – 32%
• The need to send a cover letter – 27%
• The need to fill out additional forms – 23%

In addition, 73% of blue-collar workers perceive an easy and quick recruitment process as a major advantage for employers. 56% of them are more likely to apply for an offer from an employer who guarantees a recruitment process no longer than 2 weeks.

Considering the perspective and expectations of candidates can be key to creating an effective recruitment process and thus finding the best talent. Therefore, what is worth keeping in mind when creating a recruitment strategy?

More effective job postings

A candidate’s first contact with a company is often made via a job advertisement. It is element that determines whether a potential employee will be interested in the offer. A confusing job title, inadequate and imprecise descriptions of the required skills and tasks can quickly discourage an applicant. That’s why it’s worthwhile to make sure your job postings are clear, attractive and accurately describe expectations and the benefits offered.

Remember to write the advertisement in simple but engaging language that will attract candidates. Advertise not only on job portals – in many industries such as IT or marketing social media will work much better. However, remember to tailor the portal to your audience. Blue-collar workers will look for jobs in a different way than people in managerial positions or those in the IT industry. You can use social media platforms, job boards or community groups. Choosing the right place can determine the success of your search for the new hire.

Provide a positive candidate experience

Positive candidate experience is an element that is gaining more and more recognition, and every year more and more companies are starting to care about it. What does a positive candidate experience contribute to? An applicant, even despite not being accepted by the employer, will be left with a positive impression of the company. He will be inclined to share this opinion and in the future will be more likely to return to your company for further recruitments. It’s also important that communication with candidates is regular and transparent. They should be kept informed of the status of the recruitment, with their questions and concerns answered quickly and honestly. Personalizing communication and paying attention to every detail can pay long-term benefits in the form of a better company reputation.

Simplicity and clarity as a key to success in effective recruitment

The recruitment process should be clear, understandable and not contain unnecessary steps that can discourage a candidate from participating. An overly long, complicated process with many steps can result in frustration and the loss of valuable candidates. Ideally, recruitment should consist of no more than a few, well-thought-out steps that are clearly defined and communicated to candidates from the beginning. Transparency of the process and prompt communication of the next steps can significantly improve the candidate experience and increase the effectiveness of recruitment.

Consider also standardizing certain procedures – clear evaluation criteria, standardized questions during interviews and clearly defined timelines for the various stages of recruitment will ensure that all candidates are evaluated according to the same standards. This will not only make recruitment more efficient, but also improve the company’s image as a professional employer.

Modern solutions in recruitment

Today’s technology and tools based on Artificial Intelligence offer many opportunities for the recruitment industry. Collecting and analyzing resumes and other steps in the recruitment process take a lot of time and require a big amount of energy from recruiters. For this reason, AI tools provide great support in recruitment. We wrote more about the possibilities of using solutions based on new technology in our article AI in recruitment: How modern technologies are changing the way we recruit in 2024?, which we invite you to read. You will find out in the article what modern solutions you can implement in your company to improve recruitment processes.

Training for your HR team

Recruiters are crucial people in the recruitment process, which is the reason why it should be so important to ensure regular development of their competencies. How? By providing them with quality materials or trainings. Regular training in recruitment techniques, psychology or required technologies significantly affects the quality of recruitment and allows you to find and recruit the best candidates more effectively.

ITSelecta comes to your help in this regard in the form of a course for recruiters in IT recruitment. It will provide your HR department with essential knowledge on recruitment processes, effective ways on how to search for talent, market updates and many other valuable tips and information on IT recruitment.

Benefit from the services of a recruitment company and recruit top talent

Working with a recruitment agency saves time and resources that a company can allocate to developing key areas of its business. Experienced recruiters take full responsibility for the recruitment process, using their access to a broad database of candidates from various industries. This enables them to quickly and accurately find the people best fitted to the company’s unique characteristics and culture. What is more, their knowledge and experience allow them to reach out to qualified professionals, including those who are not actively looking for a job. Working with a recruitment agency can therefore bring long-term benefits, supporting the development of your team.

ITSelecta offers comprehensive recruitment services: from RPO to BPO & SSC recruitment. We also offer employer branding support, providing our clients with the service of employer branding videos that will enhance their employer image and thus contribute to the success of recruiting and retaining the best professionals in the company’s workforce.

What does cooperation with us in the RPO model look like?

As a recruitment agency, we take care of every element of the recruitment process – from the creation of attractive advertisements, through the selection process and interviews with candidates, to the recommendation of the best professionals, tailored to your needs. Our cooperation process is based on several key stages that ensure the highest quality of services.

The first step is an in-depth analysis of your recruitment needs and business objectives. During a meeting with you, we familiarise ourselves with the specifics of your company, its organisational culture and the detailed requirements for the candidates you are looking for.

Next, we develop a customised recruitment model based on the information gathered. We select the right talent acquisition channels, create engaging advertisements and plan step-by-step activities to make the process smooth and effective.

In the next stage, we implement the established plan, carry out a precise selection of candidates and conduct interviews to identify only those who match your requirements best. We stay in constant contact to respond to your changing needs and challenges.

At the end of the selection process, we present you with the best candidates. However, our partnership does not end with the hiring – we support both you and the new employees during the onboarding process. We stay in touch to monitor your satisfaction with the specialists you hire and ensure the long-term success of your recruitment.

Want to find the right talent in IT, production, marketing, sales or other industries? Contact our experienced recruitment team, who will do their best to meet your recruiting needs. Call +48 508 033 065, email info@itselecta.com or make an appointment with us through the form on our website. We will be happy to talk with you!

Sources:

1. NoFluffJobs, Tak mnie rekrutuj – Candidate experience w IT, czyli doświadczenia kandydatów i kandydatek 2023, Report
2. Pracuj.pl, Oczekiwania pracowników fizycznych i wyzwania dla pracodawców,  Report