5 Reasons Your Hiring Strategies Are Outdated

May 11, 2022

The Great Resignation has been crippling millions of businesses since September 2021. With 3 percent of working professionals voluntarily leaving their positions in November, it’s crucial to consider this as a company problem and not just a human resources challenge anymore.

In this time when millions of adults are quitting their jobs for better work-life balance, HR departments can’t simply increase salaries and hope the strategy works. Hope is not a strategy. The labor market has drastically changed over the past two years, so it’s time for leaders like you to intervene and address the phenomenon. Working closely with your human resources department will not only help you improve your hiring processes but also improve your employee retention.   

The first step to revamping your hiring and recruitment strategy is to ensure it accommodates today’s jobseekers’ needs. On that note, here are some reasons it may be outdated — and is sabotaging your organization. 

1. You’re Using the Same Old Job Descriptions. 

Boilerplate job descriptions make the recruitment process faster and easier. But if you’ve been using them for the past two years, they’re likely not as effective as they used to be. It’s high time to reinvent your job posts.  

Rather than keeping a “professional” look and feel — it can eventually sound overused and boring — try taking a fun, fresh, and more exciting approach. For example, write job posts that showcase your company culture and convey enthusiasm, as this can help capture potential candidates’ attention and draw them to your company.  Get creative and try new things to help make your post stand out in the crowd.

2. You Still Require In-Person Interviews. 

The COVID outbreak in 2020 made virtual hiring the preferred way to attract and hire talents. But now that the world is opening back up and allowing face-to-face gatherings, going back to the way things were before could sabotage your recruitment efforts. 

It’s a known fact that skilled workers have become a priceless commodity since the Great Resignation. Mandating them to commute to an interview during work hours will limit the number of applicants you’ll attract. 

Combat this challenge by making remote recruitment your standard process. Fortunately, there are various ways for you to do this today. For example, you can hold virtual interviews through videoconferencing tools or virtual open houses using webinar software programs. Online recruitment will speed up your hiring process, diversify your recruitment and save you money. 

3. You Don’t Involve Team Members in the Recruitment and Hiring Process.

HR leaders are naturally in charge of evaluating résumés, interviewing candidates, and discussing top candidates. But if this arrangement has not been working for your recruitment and employee retention, involving team members may be the key to boosting your strategy. 

As your existing employees, they will have a sound understanding of what it takes to succeed in your organization. Maximize this by asking for their opinions from the beginning. More often than not, they’ll be able to share insights that will help you find the right fit.  When you engage them in the process they are more committed to the success of candidate who is ultimately hired.  It also establishes strong connections for the new team member from the get go.

4. You Focus on Efficiency Too Much. 

Hiring managers are often under time pressure, especially if the role they’re trying to fill is crucial.

However, if your organization treats the hiring and recruitment process as a chore that needs to be done as quickly as possible, it’s time for a change. This mindset can easily make applicants feel they’re just a number in a large pool of applicants. 

Remember that candidates are individuals, too, and they’re likely considering other offers aside from yours. With this, find new ways to make your hiring process as enjoyable and straightforward as possible for them. Use convenient application forms, only ask for necessary information, host remote interview sessions, and most of all, be respectful of their time.

If you don’t create a positive experience, the chances of candidates walking away and turning to other options increase. 

5. Your Onboarding Program Sucks.

Newly hired employees naturally have to undergo several processes and paperwork to settle into their new roles. However, if your employee retention rates are not getting any better, it’s time to be more intentional about how you’re onboarding your new employees. 

New hires who went through a structured onboarding program are 69% more likely to stay at the organization for three years, while 25% say they would leave within a year if the experience was poor. 

Here are some things you can do to improve an outdated onboarding process: 

  • Streamline and automate forms and resources. 
  • Help new hires build connections with existing employees right away and be sure to engage the team in this process. 
  • Elaborate on how their role contributes to the organization. 
  • Provide continuous coaching and support. 

Attract Top Talent Easily

Highly skilled workers are essential for your organization’s growth. But with the Great Resignation and the pandemic continuously shaping today’s labor market, you can’t expect to follow the same old practices and get great results. 

Instead, you must ensure your hiring strategies keep up with the times. Putting the “human” back in human resources and speaking to today’s job seekers will help you attract great talents and improve your employee retention.  

Revamp your hiring and retention strategies to meet the challenges of these times through a hands-on learning workshop with HPWP Group. Our non-traditional approach empowers you to recruit, hire, and engage candidates in a compelling way. Contact us today for more information about our comprehensive solutions.