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Attract the Right Job Or Clientele:
Do You Use A Fine-Tuned Hiring Funnel?
Note: Emily Gibson provides today’s guest blog, ‘Do You Use A Fine-tuned Hiring Funnel?’
Emily Gibson, Content Market, Siege Media
Emily Gibson is a content marketer for Siege Media. She is passionate about employee happiness, wellbeing, and success. She believes that happy employees make workplaces stronger, while also decreasing burnout and stress. Work can be fun!
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Do You Use A Fine-Tuned Hiring Funnel?
Smart hiring makes happy employees. The tips below focus on how hiring efforts can (and should) lead to qualified candidates signing offer letters.
Hiring can be challenging. Finding the right fit for your company takes time, effort, and money (about $4,000, to be exact.) So when you do send an offer letter, you want to make sure that it’s to a suitable candidate who will thrive at your company.
It can be even more complex when the candidate pool is significant. Accordingly, you may receive applications from those who aren’t qualified or won’t be a good fit. Worse, seeking out better prospects for interviews requires additional time. The recruitment funnel may come to the rescue, preventing valuable time loss.
The goal of the recruitment funnel is to narrow down the large candidate pool and make sure that you’re getting the best possible people applying. Just like a funnel gets smaller as it reaches the bottom, so will the candidates going through your application process and coming out the other end.
Let’s explore what makes a good recruitment funnel
Steps of the Hiring Funnel
Below find the breakdown of the recruitment funnel into the following steps:
- Awareness: People know about your job openings.
- Attraction: People are interested in your posting.
- Interest: People are willing to apply to your posting.
- Application: The first few applications come in.
- Pre-Selection: You pick a few candidates to move forward.
- Interview: You conduct interviews with qualified applicants.
- Hire: You send out an offer letter.
These steps move you from posting on job boards to onboarding a new hire. And with each step down the ladder, it is essential to ensure that your prospect pool is getting smaller and the people moving through each stage qualify fitting for the role.
So, how can you make sure your funnel works? Optimize your recruiting process and identify potential gaps.
How to Fine Tune Your Recruitment Funnel
Hiring good people makes your organization stronger and impacts productivity to employee wellbeing. If you’re finding that under-qualified applicants keep slipping through the cracks, you may need to do some adjusting to your recruiting process.
Rewrite Your Job Posting
Check your job posting for reasons why people might be confused. Are you vague in your wording or your requirements for the job? Do you provide all the information qualified applicants will need? Do you showcase your culture while still being professional and inviting?
A good job posting will be:
- Brief
- Clear
- Relatable
Connect With Potential Candidates Online
So much of life happens on the internet. Companies preparing to recruit there, too, typically will do well. You can use social media platforms for advertising your job posting and connecting with new hires. You can also use social media to focus on your branding and show people why your company’s culture makes it a great place to work.
Be careful, though: your communications should be engaging and exciting without bragging or over the top. You want people to want to work for you!
Streamline Your Application
Did you know the candidates will leave a job application that they think is too long or convoluted? Research shows that 70% of job seekers prefer five pages or fewer upon applying. So when you’re creating your application, make sure it’s short and sweet. Ask relevant questions, get to the point, and don’t make employees fill out multiple forms with lots of questions on each.
Check For Bias
It can be easy for bias to creep into your hiring without knowing it. Accordingly, you will drive good candidates away or make them get looked over. Hiring biases aren’t usually blatant, but rather minor misunderstandings or misconceptions that muddy the waters during hiring. You can work to eliminate bias with bling hiring practices and sensitivity training.
How to Measure Your Recruitment Success
Good hires can eliminate workplace stress and increase employee retention. So a successful recruitment strategy can save you both time and money — valuable assets in the business world. So you want to make sure that yours is on the mark.
Average Time it Takes to Hire
Examine the time between posting your job and receiving an accepted offer letter. Measure the average number of days it takes you to hire someone. If your average time to hire is above the universal average of 20-30 days, something may be wrong in your recruitment process.
Average Cost of Each Hire
To measure the average cost of each hire, add your internal and external recruiting costs. Next, divide that by the total number of hires made. If that number is higher than the average of $4,000 per hire, you might need to trim some costs where you can.
Applicant Source
When people apply, seek out how they find you. Posting on relevant job boards that drive results is essential. Suppose most qualified applicants find your postings via a specific job board, site, or social media. In that case, you should consider devoting more energy to that medium and less energy (and money) to ineffective mediums.
There’s no one size fits all solution to recruiting. But putting time and effort into fine-tuning your process can make the experience smoother for your organization. For more hiring funnel tips, check out the following infographic.
For More Insights: Visit Elinor’s Amazon Author Page
“Communicate to Attract Interest”
Be A Story-Teller
As the CEO of Smooth Sale, after her near-death experience, Stutz adapted the motto, “Believe, Become, Empower.”Nice Girls DO Get the Sale is an International Best-Selling and Evergreen book – among the classics; HIRED! Helped many to secure the job they desired.
Related Blog Stories:
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Sales Tips: Do You Use A Fine-Tuned Hiring Funnel?
- Admit to ongoing issues with hiring, onboarding, and employees.
- Should you experience the revolving door syndrome, examine where you may improve hiring.
- Review whether promises to potential candidates during the interview prove true upon hiring.
- Attempt to hire a diverse team that will bring a wealth of talent.
- Ensure that training proves to be what you promise during the interviews.
- Annually inquire whether the job meets expectations and what may improve during future interviews.
- Continually refine your approach to interviewing and hiring to ensure a fine-tuned hiring funnel.
- Instill an employee referral bonus program for recruits.
- Ask employees for their recommendations on how to improve the interview experience.
- Celebrate Success!
Today’s insights are provided to help you achieve the Smooth Sale!
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