November 16th, 2020 | Amy Hughes, Jobvite, Senior Director of Customer Enablement
Improve Late-Stage Hiring Experience for Recruiters AND Candidates
Learn how small changes — from the final interview through onboarding — can make a big difference.
For most organizations, hiring is a relatively complex process with a multitude of steps: creating and posting job descriptions, reviewing applications, interviewing, conducting background checks, and more. While every part of this process should be reviewed and optimized on a regular basis, we’re going to focus our attention on the later stages of the hiring process — from final interviews through onboarding.
By optimizing these final stages, where critical decisions are made, you can greatly enhance the hiring experience for both recruiters and candidates. Here’s how to get started.
When it comes to the last round of interviews, preparation is key. For the hiring team, that means more than just reviewing the candidate’s resume one last time. Be sure you’re looking at all the relevant information that’s available to you. Depending on your ATS, this may include things like:
- Skills assessments and work samples
- Past communications between the candidate and recruiters
- Candidate engagement score
Pro tip: To help candidates feel prepared and comfortable, consider sending scheduled text messages with useful information like logistical details and interviewing tips — especially if it’s a virtual interview.
Many organizations use assessment tools like StrengthsFinder and Myers-Briggs to get a more complete understanding of finalist candidates and how they might fit into their potential team. Insights from these evaluations can be especially useful when deciding between candidates who are otherwise evenly matched.
If you choose to use an online assessment, make sure it’s easy for candidates to access and use the tool. Provide clear instructions, as well as information about how the results will be shared.
Pro tip: Everyone likes to know how they did on a “test”, so make the assessment results available to the candidate if possible.
Before a job offer is extended, it’s critical to anticipate how a potential employee might represent your company and brand. To do that, talent acquisition teams need to go beyond the candidate’s own description of their skills and work experience.
Perhaps the most crucial part of the pre-employment evaluation is the background check. A robust background check can help to ensure a safer environment for your employees and customers — so it’s important to find a reliable screening partner. As more companies adapt their hiring processes to support remote hiring, companies need assurance that candidates are who they say they are. Digital Identity Verification allows you to verify a candidate’s identity at the start of the screening process while capturing accurate data to reduce errors. Integrating identity authentication and validation into your existing systems and processes can accelerate your time to hire, reduce fraud and impersonation, and provide candidates with a positive screening and onboarding experience.
Pro tip: Jobvite’s partnership with Sterling ensures that companies of any size can be confident in their background checks. Our seamless, pre-built integration is easy to roll out and helps teams streamline the screening process by eliminating time-consuming manual tasks, while improving the recruiter and candidate experience.
Presenting an offer to your dream candidate is among the most satisfying parts of a talent professional’s job. But there are a few things you can do to make it even better — and improve the chances that the offer will be accepted!
- Make sure your offer letter is clear. Spell out the terms completely using simple, uncomplicated language.
- Make the offer letter easy to share and sign securely. You’re exchanging highly sensitive information, so use an encrypted solution.
- Be available for questions! You never know when a candidate will need clarification. We highly recommend texting.
Pro tip: A job offer is cause for celebration, so have fun with it! This is an exciting event for both the candidate and the recruiter.
You may not think of onboarding as part of the hiring process, but it actually plays a critical role in making sure a new hire becomes a successful, long-term employee. In fact, effective onboarding can lead to 54% greater new hire productivity and 50% greater retention.
Here are some tips to help you get onboarding right:
- Make sure your onboarding reflects your company culture and values. Onboarding isn’t just learning how to do the job — it’s about getting to know the company and what it stands for, too.
- Have a plan for both in-person and virtual onboarding. As remote work becomes more prevalent, it’s important to ensure that every new employee feels like part of the team.
- Ensure that hiring managers are working with their new employees to set appropriate, measurable goals for the first 30, 60, and 90 days.
- Structure your onboarding so it provides enough information to get started, as well as resources for figuring things out independently. Help your new hires to help themselves!
Pro tip: Jobvite has got a whole blog post devoted to onboarding in our newly remote world. Check it out here!
Hiring is complicated, but there are plenty of small changes you can make to improve the experience for everyone involved. From final interview to background checks to onboarding, make sure the final stages of your hiring process are optimized to ensure the best possible results.
Sterling is not a law firm. This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.