How to improve your hiring process

What is a hiring process?

Think of the hiring process as a step-by-step system for finding and selecting the best candidates for a job opening. It's a structured approach to help your company ensure you hire the right person for the role. A well-defined hiring process is crucial because it helps you consistently attract and retain high-quality employees who are a good fit for your company culture and brand.

What steps are involved in a hiring process?

Now, let's break down the typical steps you'll encounter when hiring:

The job posting: Create a compelling job description and advertise the position on various platforms to attract qualified candidates. Learn how to advertise a job ad to attract top candidates.
Initial screening: Once you have a pool of applicants, it's time to review CVs and cover letters. You might also conduct initial phone screens to quickly assess basic qualifications. When you partner with expert recruiters like Michael Page, we’ll save you time by screening candidates first, so you’re interviewing from a quality shortlist.
The interview stage: This usually involves one or more interviews, where you'll delve deeper into the candidate's skills, experience, and personality. This might include behavioural questions, technical assessments, or case studies.
Background checks: Whether you’re doing it alone or working with a recruiter, background checks are a crucial step for your HR team to conduct to ensure you’re making the right decision. With Michael Page, you can be confident we’ll verify everything from a candidate's education to their employment history and other relevant information.
Making the offer: Once you've selected your top candidate, it's time to extend a job offer. This stage may involve some negotiation on salary and benefits - here’s where we can help handle negotiations meaning you don’t have to.
Onboarding: Welcome your new hire to the team! Onboarding involves providing them with all the necessary training, resources, and support to successfully transition into their new role.

How do you improve an existing hiring process?

Let's face it, hiring can be a real headache. For employers, it's about finding the best candidates, while for job seekers, it's about navigating a sometimes-frustrating process. But what if we could make it smoother and more rewarding for everyone?

According to a recent Michael Page survey, revealing key factors behind candidate career moves, a few tweaks can make a big difference.

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First impressions matter (and they start way before the interview)

Words matter: Your job description is your first impression. Ditch the jargon! Words like "rockstar" and "ninja" might seem cool, but they actually put people off (45% and 44% respectively). Instead, focus on what truly matters: "room to grow" (48%), "family feel" (48%), and "team player" (45%) are all major draws.
Transparency is key: Be upfront about salary (even if it's a range) and benefits. This builds trust and shows respect for candidates' time.

Benchmarking what you’re paying against the industry average is a good place to start if you’re looking for confidence in what you’re offering. Use Michael Page salary guides to get started.

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The interview experience: Less stress, more impact

Keep it concise: Long interview processes are a major turn-off (say 38% of respondents). Aim for two interviews maximum, and make sure each one is focused and productive. This isn’t a strict rule by any means. Make sure to tailor the candidate’s experience based on what you’re looking for, from experience and skills to aptitude and seniority.
Create a welcoming atmosphere: A comfortable environment (voted by 47%) and a friendly interviewer (voted by 56%) go a long way. Show genuine interest in the candidate as a person and give them ample time to ask questions.
Embrace flexibility: Offer flexible interview times to accommodate different schedules – 23% say this is a key differentiator from hiring managers during processes.

Streamline the application process

Cut the clutter: Overly long application forms are a major pain point (25%). Keep it concise and focus on the most relevant information.
Minimise testing: While it’s important to make sure candidates have the right skills and experience, avoid overwhelming them with multiple tests, as 25% find competency-based tests off-putting.

By focusing on a candidate-centric approach, you can create a positive hiring experience that attracts top talent and builds a strong employer brand.

Need support recruiting?

If you're looking to streamline your hiring process and find the best candidates for your open roles, consider partnering with recruitment experts like Michael Page. Our team can help you navigate the complexities of the modern job market and connect you with skilled professionals who are a perfect fit for your organisation.

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