Don’t miss out on a Nobel because of bad process
Higher education institutes have always grappled with long hiring processes. Of course we’d like it to be faster, but we also recognize the search process as inherently longer because of the nature of the position. Each search is conducted with careful consideration and the hope that taking time to make the right decisions is mutually beneficial for new hires and the institutions. That said, it’s difficult to maintain candidate engagement throughout lengthy decisions. Here’s a few ways to cut down on the “black hole” effect. Don’t lose your hires because of bad processes because you’ll be kicking yourself if you lose a candidate and see them winning a Nobel prize at another school a decade down the road.
1. Be thoughtful when building an application process.
Ensure your application process is flexible and includes only the information necessary to make a decision. Too much information required upfront can discourage some of the best candidates from applying. For example, references are often not required during the initial round of review. Requesting more information from candidates who are qualified later in the process will keep them engaged if they see your process as logically sequenced and relevant. Essentially, don’t push away smart candidates with dumb process setting.
2. Manage Expectations!
Be upfront with your candidates about the timeframe. You may have a period of when applications are accepted before anyone at all gets reviewed. You may have expected delays such as breaks or other known periods where the hiring team will be busy or unavailable. Look at your calendar, assess, and establish a realistic timeframe for your candidates by attaching dates (or date ranges) to each application step and review.
3. Communication is your friend!
According to a recent hiring survey conducted by Robert Half, “when faced with a lengthy hiring process, 39 percent of survey respondents lose interest and pursue other roles, while 18 percent decide to stay put in their current job.”
Use your institutions marketing software or the thousands of free or paid tools you can find on the internet to set up an email sequence. Letting candidates know you are still interested in them as well as providing more details about your Institution and community to keep them engaged. In the final rounds or if it comes down to the candidate choosing your institution rather than you choosing them, hosting events and tours can be another great way of keeping candidates engaged.
4. Have a personal touch
Sending updates via personal secured video messages are easy and cost effective – sometimes free! Vidyard Go Video for example is sleek and simple way to communicate with candidates or employees via a personalised video.
Simply record a quick video that personal and effective. This tool also tracks when candidates or employees actually watch the video and how many times viewed.
Check out EasyHire.me – by far the best platform for integrating video interviewing, live or recorded, into your hiring process for faster acquisition times and consistently higher quality candidates.
Vice President, Sales