The expressed views of the contributors of the entrepreneur are their own.
The technology has taken a long way. Instead of reporting in your office, the applicants send their CVs with e -mail. Instead of looking for jobs in newspaper ads, people are most likely to check platforms.
In this digital and data world, many hiring and applications have changed. Some non -existent, such as faxing your CVs. However, there are some outdated methods that people still use, even if they make sense.
Here are several strategies hiring old school that you have to stop doing right now.
1.
The purpose of the accompanying letters is for candidates who represent Thhingslves manager for hiring. In this information age, a quick Google search or a quick look at someone’s LinkedIn profile can tell you just like a cover letter.
Nowadays, only 38% will be submitted by applicants for a cover letter, even if it requires a job – and this number will decline continuously. If you make the cover letter section required in your web form, then many potential candidates are likely to decide that the window is not asking and closed. And with the advent of Chatgpt, most of the cover letters will not even reflect their own personalities of applicants and writing styles.
Instead of relying letters, consider more modern ways to assess your candidate’s personality and skills, such as introductory video submissions, skills assessment, or a simple answer to the question.
Related: AI changes recruit Howisses for open roles – and how candidates play in the system
2. Asking for a CV when you have a web form
It will not remain difficult for your candidates and reduce the phases of the hiring process. Having a long process can also make this process more complex and hateful, leading to other obstacles to your candidates.
Although having a web form can make it easier to sprinkle information into your suits when your CVs have different formats, they defend a simple process – candidates will have you for that. If you need a specific format or information in the applicant’s CV to read more easily with ATS, then it is in your work post.
If only a few followed your instructions, then great. Likewise, you only need these kinds of candidates.
3. With more than three rounds of interviews
If you have not been sufficiently impressed or learned sufficiently about the applicant during the first or second conversation, you may be just wrong in the interview. When setting up the interview process, make sure it is more efficient – which means that each phase should have specific goals.
Before any interviews, you can send a test to a narrower selection of candidates to assess their skills, skills and basic qualifications. The first interview can then focus on cultural fit, work experience and expectations.
Another interview, if necessary, can be reserved for final decision -making. If you have another phase of interview, then make sure they don’t decrease … But would you?
4. Care for years of experience Intead about real skills
About 20 years ago, a professional ability was gathered on their work title, and linear was on the ranking of the company ranking. Now the professional ability is evaluated on the basis of their original ideas and real work that can be seen online.
The very nature of the work has changed after the increase in digital platforms, the concert economy and others. Thanks to today’s approach of the first skills to hire, portfolio, case studies and even the presence of social media, they can tell a better story than Resume candidate.
On my work platform, Oysterlink, the way they see many hotel managers who start without experience and work on the way up by creating their skills with practical learning. With changing workforce dynamics, you better focus on sets and potential of people rather than on the length of their CVs.
Related: Why is the Modern Workplace a major priorization of soft skills in hiring
5. Offering universal benefits
Only a number of flexible benefits can work for modern, different workforce. You are hiring a position that would probably attract applicants of all age groups at different stages of their lives. For this reason, it may not be universal for all.
Younger employees can look for programs of helping student loans or professional development programs. Those who have children can focus on obtaining health insurance plans, while others are planning long -term priority contributions or savings programs.
You want your employee to feel safe and safe in your company – so much that they think your company really takes care of. And when you care, they are more likely to take care of their work.
By improving your hiring procedures, you also improve the quality of your candidates and new rental. You would probably hire talent not only with skills, but also with the thinking you are looking for. With a modern, simplified process, you can shorten the turnover, save time, adapt and build a team that can be with your company Chmurný.
(Tagstranslate) management