Growing a Business

Be Aware of these HR & Technology Hurdles when Hiring

As a growing company you spend a lot of time and money on hiring. You would like to attract great talent and go all out to invest time and patience into the the process. But when it comes to using technology in recruiting, many companies fail miserably and in fact land up creating road blocks and missing out on great talent. Here are some roadblocks related to technology while you hire, which you can avoid if possible.

If the candidate is Passive – The company loses interest

A candidate may not apply immediately on reading your post, but may be interested and thinking of applying later. Most HR professionals do not use any tools to capture data of candidates who seemed interested but didn’t apply for the job. It is a proven fact that almost 40% of job seekers are ready to leave their contact information with an employer, but prefer to apply later. By getting information about interested candidates, a company can build a talent pipeline which will be very useful after wards.

The application is not accessible on mobiles

In today’s world where mobiles are all pervasive, it is possible that nine out of 10 applicants or job seekers do online job searches using their mobile devices. If your post or application is not designed to be accessible on mobile, or the interface does not line up well, you are probably missing out on a wealth of potential talent. To overcome this, companies need to offer applications that are accessible on mobile or use mobile apps.

Automated responses are not appreciated

When a company advertises for a post and it is flooded by applications, getting back to each applicant will be a difficult task. So the company may use automated e mail response or a generalized reply service. But more than 40 percent of job seekers look for a more personalized response and feel that the automated response is not enough. More than sixty percent expect more personal communication, whether by email or phone from the recruiter. The companies who are not able to respond in this manner lose good talent.

The Process of application is too complicated

Many companies go for long applications because they think it will filter out the applicants who are not truly interested. But this proves to be a big mistake. Many applicants who are genuinely interested and have the right qualification and talent, do not complete some applications because they are way too long. Studies have shown that 10 questions, which take about 10 minutes to fill would be ideal, but if dragged out to 15 questions, it would be hard to get the best talent.

Companies fail to recall and re-engage with candidates

A candidate may have applied for a particular job, with excellent resume, but found not suitable for that particular post. But later, a job opening comes up for which the particular candidate is a perfect fit. Since these candidates have already expressed their interest, the company can easily reach out to them without much time and effort. Re-engaging with candidates once in every six months is a great HR practice.

Entrepreneurial Learning

Technology and related practices may be a god send, but in HR practices, using it with discretion and focusing on being more human, more accessible and more personal, will often enable to recruit the brightest minds.

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