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5 signs it’s time to shake up your recruitment process

Recruitment Process

In today’s job market, candidates hold more power than ever before. This means that as an employer, you need to make every effort to impress candidates and ensure you have an effective recruitment process. Part of this requires you to think about every aspect of the hiring journey, as well as tweaking and tailoring your offerings to ensure you’re targeting the right audiences, in the right way.

The issue is, when you’re a small business owner with little time to think about what you’re having for lunch, let alone what you can do to attract the top talent, it can be challenging to take a step back and consider how you can shake up your recruitment process. But, with our guidance, we’ll help you to understand the top five signs that it might be time for a change.

1. Your application rates are low

Think you’ve got a great job to shout about? But aren’t getting the applications that you thought you would? This might be a sign that you need to switch up either the job description or the entire application process. Our research tells us that candidates will abandon an entire application if it takes them too long to complete. So, consider the tweaks you can make to shorten it.

For example, do you need to have a lengthy application form? By using the right platforms, you could even add in a few screening questions for candidates to answer when they send you their CV. Nowadays, people want to be able to apply for jobs quickly, while they’re on the move, so you need to ensure they’re able to use their mobiles to apply to your roles.

2. The quality of candidates is poor

You can’t control who applies to your jobs. However, if people with irrelevant skillsets and experience are applying for your jobs, it might be that you need to make your job descriptions much clearer. Ensure that you give a clear overview of what your business is, why you are hiring and what role you are hiring for.

Then, list out in bullet points the key roles and responsibilities that the successful candidate will take on. Alongside this, also list out the essential and desirable skills and experience required for the position. By being specific about the type of candidate you’re looking for, you have a better chance of attracting the right people to the job.

3. Your recruitment costs are way over budget

Our research found that UK businesses are losing thousands of pounds because of poor hiring decisions. Essentially, by bringing on someone who isn’t the right fit for the business, you’re wasting shedloads of money on the original hiring costs, paying a salary and then having to invest in further hiring costs later down the line.

Set a clear budget for your recruitment needs and stick to it. There are plenty of cost-effective recruitment tools out there, so you needn’t spend a lot of money on hiring. Explore a few different options and see what’s right for you. What’s more, consider added extras you could utilise for free, such as social media.

4. Your offers are being rejected

So you finally think you’ve found a great recruit, only to find that they reject the fantastic offer that you’ve put together. It’s extremely disheartening, especially if they’re the only candidate in the pipeline. However, look at it as an opportunity to consider changes that you could make to your recruitment strategy and the types of offers you are making.

It’s worth asking for feedback from the candidate in this case. Is it that they were offered more money elsewhere, which you weren’t able to match? Perhaps they wanted a job that was closer to home. Use this feedback to shape your future hiring decisions. It may be that you only shortlist candidates that live in a certain radius, or have been transparent about their salary requirements early on.

5. Retention rates are low

It’s important to remember that, even when your new employee joins the business, this is still a testing period for both parties to see if the fit is right for one another. Always consider implementing a three-month probation period, as this will cover your back in case the new hire doesn’t work out. And if they don’t end up being the right fit, it might be a sign that your screening and interviewing process needs to be looked at.

What’s more, consider the impact that a poor hire could have on the rest of your workforce. One disruptive employee could have a negative effect on an entire workplace, and if you’ve noticed that your attrition rate is particularly high, you should look at the possible factors that have contributed to this.

In summary

As a growing business, you should constantly review your recruitment process to check it is fit for purpose. If you’re interested in finding out more about this topic, why not check out our latest whitepaper, which explores it in more detail.

By Lee Biggins, founder and managing director of CV-Library

Tagged With: Blog, Recruitment Process, Recruitment, Recruitment Business Owner, Application Rates, candidates, Budget, Retention Rates, Job Applications, Hiring, Hiring Decisions, Cost of a Recruiter, Cost, Recruitment Costs

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