Key Signs That You’re Afraid to Change Your Hiring Process

How your company hires impacts all aspects of the business, from turnover rates to productivity and the kinds of products you create in the future. However, if your business is still approaching hiring and recruiting the same way you did 15 years ago, don’t be shocked if your process starts to fall flat. Unsure if this is happening? Check out these key signs that you might be afraid to change your hiring process, despite the need to do so:

Your application process is clunky

It’s no secret that today’s world moves fast. People want instant results and to be able to do things quickly. But if your application process requires faxing in documents or sending them in via snail mail, qualified applicants may opt out of submitting their materials. Instead, make sure that interested individuals can apply online. Making the application process easy is a key part of adapting your hiring as times change.

You only use a few platforms to advertise job openings

Decades ago, you had to rely on trade magazines and newspapers to let people know your company was hiring. Now there are dozens of other options available to you. In fact, these choices are often even more helpful, because they’re typically where people are spending a solid portion of their free time. If you fail to advertise job openings on social media platforms like Twitter and LinkedIn, you’re missing an opportunity to reach a large pool of potential applicants. You don’t have to completely abandon traditional outlets to get the word out about a job availability, but embrace new methods too.

You use the same interview questions you’ve always used

Employees’ priorities have changed over the years, and it’s important that interview questions reflect these shifts. If you’re still using the same questions you created when you first founded your company, your interview isn’t giving the applicant a chance to really speak their mind and show you what they’re all about. Sure, give the person a chance to talk about their training and skills, but then talk to them about what type of work environment they enjoy the most. Ask them why they love the work they do, or what values they’d like their next place of employment to have. These answers are much more telling than the traditional “Where do you want to be in 10 years?” type of inquiries.

When it comes to hiring, the “If it ain’t broke, don’t fix it” mentality can be highly dangerous. If it’s been a while since you reviewed your company’s hiring and recruiting policies, take a look and see where updates can be made.

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