The recruitment process can be just as long, tiring and stressful for talent acquisition specialists as it can be for the candidates they’re recruiting. Unfortunately, many HR teams are making their process for hiring talent even harder on themselves – not because they lack knowledge, effort or expertise, but because their company’s recruitment process lacks empathy.
Liz Ryan, founder and CEO of Human Workplace, recently reported on the five most obnoxious recruiting practices that turn off candidates. They probably won’t surprise you – here are a few…
- Stiff, impersonal job ads
- Boring application tracking systems
- Long, drawn-out application processes
Give Your Recruitment Process More Empathy
What also shouldn’t surprise you is the common thread that runs through all five recruitment killers: a lack of empathy, humanity and personalization in the recruitment process. But the great thing for talent acquisition experts is that injecting a little empathy and humanity into total rewards marketing and employee and candidate engagement doesn’t have to involve a page-one rewrite of their HR strategy. It may just require some outside-the-box thinking and working with the right collaborators.
Check out our new white paper to see how some innovative HR teams are working with marketers to approach the recruitment process at a deeper, more empathetic level.
Attention, class: 76% of companies with more than 100 employees use testing mechanisms as part of their process for hiring talent. Why? Employers are finding that well-designed aptitude and personality tests are effective ways of zeroing-in on top talent and weeding out candidates that don’t cut the mustard.
Using testing and assessments for new hires isn’t just being reserved for junior-level employees, either. Estimates suggest that tests are being used for staffing as many as 80% of senior positions.
What are employers testing for? Here are three areas where testing has proved effective when hiring talent:
- Competence – aptitude tests are great ways of assessing a candidate’s raw reasoning and learning skills.
- Work ethic – self-report questionnaires help gauge how reliable new hires might be as well has how well they’ll fit in a company’s culture.
- Emotional intelligence – personality testing is one way employers can get a feel for how empathetic and self-aware future team members might be.
So class, please take your seats. Testing during the hiring process is here to stay – 88% of companies are expected to introduce it in some form over the next few years.
Whether it’s administering tests to identify new hires or just finding ways to enhance your company’s brand image, tell us your HR priorities for 2016.