8 Best Practices to Enhance Recruitment Transparency in 2016

December 18, 20158:15 am2204 views

With cutting-edge developments in technology, employers can now fully embrace recruiting transparency to help them find, engage and hire right-fit talent in a competitive job market.

Organizations are moving away from the days of one-way communication and the “black hole” application process, to proactively engaging candidates while promoting employer and consumer brands.

Today’s candidates are more informed than ever, with access to job review sites like Glassdoor, LinkedIn and The Muse that enables them to learn about the company and its work culture. At a time when candidates spend more time researching potential opportunities and employers before they apply, companies must be able to provide greater transparency up front or risk missing out on the best applicants.

Drawing from its considerable experience in campus, professional, high volume and specialty recruitment, Yello provides the insights and best practices companies can implement immediately to improve their hiring throughout 2016 and beyond.

A recently released guide titled, “2016: The Year of Recruitment Transparency,” offers recruitment strategies to create more clear-cut goals, provide a transparent candidate experience and achieve greater authenticity.

“In 2016, companies lacking transparency will not win top talent. Job seekers no longer wait for companies to provide insight into their people, culture and perks; they actively seek this information out themselves,” said Jason Weingarten, co-founder and CEO of Yello.

“In this new reality, employers must be proactive to define their employer brand, convey their employee value proposition and highlight the employment experience. Transparency is a must.” Here are some best practices employers should follow to enhance recruitment transparency in 2016:

  1. Meet candidates where they are: Packaging the information job seekers need to make a decision, such as salary information, company culture and more, by engaging on the platforms candidates use to research opportunities will make it easier to get the information they want. At the same time, updating company profiles regularly and responding to reviews are also essential to meeting candidate demands for more insight up front.

See: A “Working Interview” is the Next Step for Recruitment Managers to Avoid Costly Hiring Mistakes

  1. Increase correspondence: A timely and collaborative candidate communication strategy is key to hiring top talent before the competition does. Setting applicant response time goals and incorporating more touch points into the candidate lifecycle, such as sending candidates and interviewers reminders before scheduled interviews, will help improve transparency and the candidate experience.
  2. Deliver an authentic view: Having the team create videos showing what it’s like to work for the company will provide the authentic view into the employer brand. This will help right-fit talent decide to apply and others to opt out. Using social media to share such content will help to connect with candidates and tell the brand story more effectively.
  3. Measure recruitment marketing ROI: Successful talent acquisition departments are leveraging data-driven performance metrics to measure campus, diversity and hiring conferences that result in the highest ROI. The C-Suite’s view of talent acquisition departments is evolving. What used to be considered solely a cost centre is being rethought, as leadership ties employee productivity to results. Recruitment marketing metric tools track the number of hires and overall expenses per recruitment marketing effort, like career fairs, so you can present solid evidence to justify costs.
  4. Provide information candidates need: Companies lacking transparency in their recruitment processes will not win top talent. Digitally savvy job seekers, especially Millennials, will find the information they need to make an informed decision, regardless if they have to search for it.
  5. Interview on-demand: An “always-on,” fast-paced interview experience will continue to be the trend in 2016. Eliminating the need for the physical boundaries of an on-site interview allows face-to-face interviews to be scheduled on-the-go and on-demand, based on candidate/interviewer availability.
  6. Showcase your team: Highlight your office culture as part of your employer branding efforts and encourage hiring teams to show their personalities during the interview process, instead of waiting to reveal when new employees start. Create an informal, Q&A-style video series of employees using your phone and a video app like Magisto, Video or MoviePro to share a more personal look into your company’s culture.
  7. Promote a visual employer brand: A pivotal element of 2016’s recruitment branding approach should be a highly imaged focused social media footprint, to help better connect with candidates and tell brand stories more effectively. If you’re only posting articles or sharing written posts with your social media networks, it’s time to shake up your content approach. While you don’t need a presence on every social media network, allocate your social media focus to visually driven social networks.

As you prepare for 2016, make transparency an integral part of your company’s hiring mission and recruitment process to improve the candidate experience and highlight all your brand has to offer.

Also read: Top 11 Modern Recruitment Marketing Practices to Attract and Hire Talent

Image credit: bell-ward.com

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