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Ideally, our recruitment and hiring process should promote strong workplace cultures and increase our rates of employee retention. Occasionally, however, they can have the opposite effect. In some cases, an organization’s recruitment and hiring process can be so frustrating to new and current employees that they jump ship shortly after (or even before) being hired. While this can be a disheartening experience for employers, it also presents a golden opportunity. If we’re able to identify and fix the aspects of a hiring process that needs fixing, we can make it much more likely that talented candidates will want to join our team and stick around for the long haul.

But before we can start improving our hiring process, we must first be able to identify the warning signs that something is amiss.

Here are four reliable signs that your hiring process and strategy might need to be reevaluated:

  1. There’s only one person behind the hiring decisions. Unless your company is very small, hiring should always be a collaborative process involving input from multiple people.
  2. You’re routinely being ghosted by candidates. If you’re having a hard time maintaining communication with candidates, that could be an indicator that your process is taking too long. (A slow hiring process can, in turn, cost your organization a considerable amount of money.)
  3. All of your interviewees are being asked the same questions. Sure, there are some questions that every candidate needs to be asked. That said, every candidate is unique, which means that your interview questions should also be personalized as much as possible. If every candidate is being asked the exact same standardized questions, it’s highly likely that you’ll end up with some mis-hires.
  4. Resume details are taking up the majority of your interviews. You should approach a candidate’s resume as more of an instructional primer than as a conversation guide. While a resume will be able to provide you with some helpful basic background information about a candidate’s experience, the interview should be aimed more at getting a deeper feel for their personality, character, and ability to communicate.

Want to Strengthen Your Workforce?

SSI specializes in providing employers with the tools, guidance, and professional assistance that’s needed to identify and hire top-talent candidates. To learn more about our mission or our services, please contact us today!


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