Across all sectors, many organizations are struggling to acquire the talent they need for business-critical roles, one of the main reasons being long hiring processes.
Paul Norman, Managing Director of Glocomms, shared strategies to help employers and job seekers alike increase the speed of talent acquisition and track important metrics.
The need for speed
It is essential to have a distinct talent acquisition strategy. As a first step, a thorough inspection of the existing hiring policy can help to identify any problems. Delaying or involving too many people in the hiring process can have a negative effect on the employer's reputation, and outstanding talent won't wait around.
The industry standard is usually a 3-5 step process, but this can often expand to 7 rounds. To make the process more efficient, all parties involved in the hiring, such as hiring managers, HR staff, and other team members, should be included in the same stage. This can help to speed up the process of acquiring talent and create more room to evaluate personal fit.
The case for a positive candidate experience
Candidates today often have multiple offers on the table, and a complex, drawn-out hiring process can hold companies back from filling positions, leading to an exponential increase in costs and a decline in workforce productivity. The hiring process is the first point of contact for tech talent, and offers them a glimpse into their prospective employer. Paul Norman notes “professionals are assessing your business as much as you’re assessing them, so it’s imperative to nail your first impressions right from the get-go.”
Companies should strive to provide clear feedback, honest communication, and timely responses throughout the interviewing process. These practices not only empower candidates, but they also give an edge in an overcrowded market.
Due to the quickness with which top-performing candidates can be hired, it is essential for businesses to stay up-to-date with their hiring practices and make them attractive to potential hires. Paul Norman remarks, “Recently, we’ve observed companies adopt the ICCE methodology which can emphasize the capabilities of professionals rather than simply what is displayed on their CV.”
The ICCE methodology outlines four key hiring metrics to consider to streamline your talent acquisition strategy:
Intelligence - It starts with Intelligence, which denotes to an individual’s ability to learn and apply their knowledge – often difficult to quantify as it varies from person to person.
Character - The second segment is Character; assessing a professional’s energy levels, their drivers or motivators.
Coachability - Coachability looks at how eager an individual is and if they’re willing to learn.
Experience - Experience is the last pillar, which measures a candidate's experience and if this matches up to the potential role.
Paul Norman notes, “by implementing the ICCE model, coupled with fast-tracking hiring, this helps get more buy-in from professionals because you’re dramatically improving the typical recruitment process.”
Partnering with a talent specialist
At Glocomms, we partner with businesses of all sizes, from early VC-backed startups to global giants. This gives us an industry-leading portfolio that covers a wide range of sectors and locations. We have full insight into the market, so we know what our competitors are doing and the recruitment strategies used by professionals in various industries. We use this information to help you improve your talent acquisition efficiency and identify the hiring metrics that are important to you.
Are you looking to improve your talent acquisition strategies and don't know how to navigate the complex hiring process? Contact us and one of our talent specialists will be in touch to discuss the important metrics and strategies you should consider.