Recruiting Talent REVIEWING HIRING PROCESSES IN A JOB-SEEKER’S MARKET

Goal-Driving Practices

Senior Human Resources Consultant Roxy Kolev of The Olson Group emphasized how many states and cities are rapidly adopting pay transparency legislation, which prohibits asking about past compensation or requiring compensation disclosure to a candidate during the interview process.

“Experts predict that pay transparency is here to stay and will continue to spread in the future,” she said. “Employers that have locations in these states and even employers in states that have not implemented this legislation, should be thoughtful about asking for current salary and be prepared to discuss the pay range(s) for roles they are recruiting for to avoid legal complications.”

Kolev suggested conducting needs assessments any time prior to posting a position—especially a new one.

“The needs of the organization may have changed since that position was filled last and the skills and qualifications required might be different,” she said. “Employers tend to be in a hurry to get the position posted and to get the role filled as quickly as possible, but all too often don’t stop to think

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Additionally, team interviews were described as “very beneficial,” as Kolev said the hiring manager can see how the candidate’s personality fits within the team.

“And the team feels like they are part of the process of hiring someone that they will be working closely with,” she stated.

Areas for improvement may arise when pinpointing positions that take a long time to fill, or that tend to have few applicants, according to Kolev.

“In those instances, the postings need to be rewritten or reviewed,” she said. “Positions that have high turnover should be reviewed for job qualification experience needed, and skills. Ensure that candidates are given a realistic job preview (RJP). So, they are clear about the responsibilities and daily duties for the position. Candidates that are not willing to meet those responsibilities will most likely remove themselves from the hiring process, saving the company time and money in onboarding and training.”

Nicolette Villwok, director of human resources at E & A Consulting Group, Inc. also spoke to the importance of ensuring hiring practices are not only effective at getting results but are also in compliance. Specifically,

Villwok referred to exploring “job requisition generation,” as well as job postings, sourcing, screening methods, interview processes and onboarding within the confines of relevant law changes.

“Conducting an audit yearly is a best practice,” she stated. “Most can only review the hiring processes every few years, as many HR teams are small. An alternative time to evaluate processes is when there is a newly created opening.”

Be prepared to talk authentically about one’s culture and identity.

“Candidates have many choices and want to know that their contributions matter,” Villwok said. “As mentioned, publish content and materials to back that up on your website and social media.”

Common pain points within hiring, according to Villwok include response times to new candidates and a lengthy process.

“Looking at the time it takes to respond to a candidate in the process can be tricky when balancing hiring manager availability and HR team capacity,” she said. “A complex interview process can stifle interest. If you need multiple people to chime in, consider panel interviews or same-day experiences. It is critical to have staff shift priorities if seeking to fill a position, or you may lose the talent.”