You head into the office excited for the day. Your schedule is filled with candidate interviews, and you know you’re going to find the right person.
But, after meeting with your first candidate, who was completely different from their resume, you get a bit worried. By the end of the day, you realize that no one is right for the position.
What went wrong? You followed the same talent acquisition strategy you’ve been using for years, yet it failed.
That’s exactly the problem. Talent acquisition is always changing; using the same process year after year will put you behind in the game.
In fact, our 2018 Growth Hiring Trends report found that 62 percent of companies believe following the latest hiring trends and using the newest tools is essential for a great hiring process.
If your talent acquisition strategy is no longer working, it’s time to update your tactics. Here are four outdated best practices to revise:
1. Having rigid plans
For many years, employers have relied on a standardized hiring process. They ask candidates the same questions, use the same communications templates, and stick to the same job descriptions. Having a set plan has always been a way to bring objectivity and fairness to talent acquisition.
However, being overly-rigid often means missing out on top candidates. It’s important to be adaptable so you can gain a better understanding of each individual and what they bring to the table that is unique and that your team is missing.
For example, before each interview, look back at the candidate’s LinkedIn profile, website, blog, and other online profiles that showcase their work. You have already noted their qualifications to make it through to the interview round. This second-look will provide you with more in-depth personal information to build your individual assessment off of.
Use what you learn to craft customized questions that dig into the candidate’s experiences and interests. This approach will help you assess more than if this individual can do the job better than another candidate. You’ll also see if they’ll fit best into the team and help take your client’s organization to the next level.
2. Draining the same old talent pool
Having reliable talent pipelines is essential for sustainable talent acquisition efforts. But if you’re always returning to the same source, you’ll soon run out of top candidates. Plus, this approach will limit the diversity and skill sets you can offer your clients.
Our survey respondents agree that the deficit in their talent pools is a challenge. In fact, we found that 67 percent of the fastest growing companies say their highest priority is finding new talent pools this year, and for good reason. Opening up to new sources gives you access to fresh talent with the latest skills and experiences.
Start by looking outside your industry. There are a lot of very different jobs that require similar skills.
For example, both customer service professionals and salespeople need a deep understanding of their target audience and great communication skills. If you’re looking to fill a sales position but can’t find the right fit, start considering customer service representatives.
Candidates who are willing to change their career path will bring new perspectives and insights to the position.
3. Screening through phone interviews
The initial candidate screen is a critical step in the interview process. Most companies choose to use a phone interview because they see it as cheap and easy — equally important considerations when building your interview strategy.
But there are better options available that will not cost you in other areas. For instance, one-way video interviews give you a more complete picture of who the candidate is while creating a better experience for everyone. Candidates can record their responses when it best fits into their schedule, which you can review at your convenience, and you don’t waste time trying to arrange dozens of dead-end phone interviews.
Be sure to make the most of the unique pros of video interviewing. For example, you can rate video interviews and share them with hiring managers to get their feedback. This type of collaboration early in the hiring process leads to better talent acquisition outcomes.
4. Approaching diversity the same way
Many companies approach diversity hiring as a box to check off. You look for diverse candidates because it’s the right thing to do. But it plays a much deeper role in your company’s success.
Having a diverse workforce means having varied skills and perspectives from which to draw. It supports innovation and allows the team to be better problem-solvers.
However, to truly tap into diverse talent, you also need to promote inclusion. This takes diversity a step further and shows candidates they will be valued for exactly who they are.
Bring inclusion into the hiring process by painting a clear picture of the workplace environment. Reveal to candidates how co-workers interact and bond. Do they have a Friday Happy Hour? Is there a group that meets to discuss Game of Thrones? Does the organization volunteer for a specific cause?
Showcasing these aspects of the culture will show candidates how they can fit into the company on various levels and quell fears that they’re just another ‘diversity hire.’