The hiring process is an inevitable part of running an organization. Although it seems fairly simple, there’s more to it than assessing applications and conducting interviews.
Talent acquisition has become more challenging in the digital era. Now, we have all kinds of tools and solutions for automation. However, no matter how robust our automated systems are, the hiring process won’t be as successful without personal elements.
It goes without saying that HR personnel must learn how to add a personal touch to their digital solutions. The problem, however, lies in making digital solutions more personal.
Here, we will explore the benefits of using a human-friendly approach to the hiring process.
The Advantages of Using a Personal Approach in the Hiring Process
Adding a personal touch to our recruitment efforts will lead to a number of benefits. Below, you will find some of the primary advantages of using a personal approach.
Attaining a competitive hiring advantage
Instead of relying solely on job descriptions and emails, we should add personalized and engaging one-on-one experiences to the hiring process. This gives us a competitive hiring advantage, making us stand out from a crowd of recruiters.
Automated emails may work for a large pool of applicants; however, final-round interviewees deserve personalized feedback. Rejection can be quite hard at times. Sometimes, feedback from a human sounds more appropriate than from a machine.
It’s important for us to know when it’s best to use our automated systems and when to deliver messages personally. If an applicant has invested a lot of their time and energy into the hiring process, we should be more considerate about the rejection process.
The hiring process reflects our professionalism. Providing positive experiences throughout the recruitment process to everyone that applies will help us establish a reputation as an employer of choice.
Simply put, applicants will be more eager to work for us if we go the extra mile to offer an exceptional work culture and environment.
Gaining a strong pool of candidates
As mentioned, adding personal elements to the hiring process can increase applicants’ interests in the company. We gain the attention of some of the most qualified talents in the job market. We can even convert them into our newest employees.
By showing applicants that we’re paying attention to their interests, needs, and development, we can attract a larger and more highly qualified pool of candidates.
Crafting a solid hiring process enables recruitment managers to sort out the applicants faster and focus on engaging the most ideal applicants for better conversions.
Establishing high morale
Taking a personal approach to recruitment enables us to start meaningful and targeted conversations with applicants. It helps us find the right candidates who not only have the skills but the right personality that fits well with our company culture.
If we convert applicants that fit the company culture, we can produce engaged employees. We can create a happy workplace environment with high morale. In turn, it should bring greater productivity and higher profits.
By adding a more personal approach to recruitment, we can find the right people. We can increase employee retention levels and lower employee turnover rates.
Saving time and money
Hiring new applicants is a costly ordeal. As a matter of fact, employee retention is more cost-effective than recruiting new employees.
Combining digital and personal solutions can help us save resources on identifying, engaging, hiring, and retaining talent. For instance, it’s impossible for us to monitor every single stage of the hiring process and every single applicant.
We can use recruiting software to stay on top of our recruitment efforts and accomplish our daily tasks. And with face-to-face meetings and assessments, we can prevent bad hires from getting through the recruitment process.
As a result, we can save a lot of time and money.
How to Make the Hiring Process More Personal
The HR department can learn a thing or two from their colleagues from the sales department. In the digital age, consumer data provides a wealth of information that enables salespeople to uncover important information and tailor a more personalized approach.
For instance, through email, we can send potential candidates topics about the company, career development, work-life balance, and culture. By understanding their interest in each concept, we gain crucial insights into the applicants’ values, priorities, and interests.
At the same time, it shows applicants how the company can deliver the experience and development that they’re seeking. However, as mentioned, there’s more to the hiring process than digital solutions. We must add a personal touch to our recruitment efforts.
Here are some examples:
Accommodate applicants’ schedules
Keep in mind that applicants may have prior obligations and commitments. Therefore, we must be considerate and accommodating throughout the hiring process.
We ought to be more mindful of our demands. When we’re arranging an interview, for instance, we must set it at mutually convenient times. We shouldn’t compromise their obligations to their current company.
Set face-to-face meetings
While our automated systems may help us find candidates with ideal credentials, we shouldn’t rely on them entirely. It’s our job to investigate further and determine if applicants do match the culture of our company.
That’s what face-to-face meetings are for.
By meeting with applicants in person, we can get to know more about them and their personalities. A brief meeting with applicants can give us more insights into candidates far more than an email exchange.
Through face-to-face meetings, we can better understand each applicant’s competence, strengths, weaknesses, and areas of improvement. These are all crucial factors in determining each applicant’s future productivity.
As mentioned, their time is precious as well. Thus, we have to set these interviews at the most convenient times for both parties.
Trust your gut
Algorithms may lead us to ideal applicants who have the skills and experience to fill vacant positions in the company. However, no algorithm in the world can tell us if applicants will fit the company culture and thrive.
That’s part of the responsibility of recruitment managers.
By setting up face-to-face meetings and other engaging steps in the recruitment process, we can determine whether applicants can be assets for the company. Recruitment managers should use the insights they gain through these activities, as well as their own instincts.
Recruitment managers can leverage the same tools and techniques that the sales department uses to establish strong relationships with prospects.
The Importance of Using a Personal Approach
Automating the hiring process can save HR personnel a great deal of time and energy. That, however, doesn’t mean we should stop using a personal approach to recruitment. The hiring process will always be about the applicants.
We shouldn’t forget that we’re dealing with real people. Applicants have careers, commitments, and schedules. Thus, we should be more flexible throughout the recruitment process. In addition, we must actively engage and establish relationships with our applicants.
By adding a personal touch to the hiring process, we can deliver positive experiences to applicants. A well-planned recruitment process helps us attract a pool of quality hires.
Not only that, it will help us stand out from other recruiters. It increases applicants’ interest in joining our company, making us an employer of choice.