Your hiring processes are bound to have changed due to the pandemic. But now that the dust has settled, it’s time to take a step back and consider how your business has changed and which hiring processes you want to adopt permanently.
To help, we’ve put together our top three tips for hiring staff post-pandemic.
1. Seek more diverse candidates
As an employer, you want to attract the very best talent. But if you don’t do enough to source and attract candidates from diverse groups, you’ll fall short. So, it’s important to promote diversity in your recruitment process and make sure it’s at the forefront of your mind.
Whether you use a recruiter or handle the hiring process yourself, you should consider where you’re sourcing candidates. Try to use platforms that give you access to a more diverse range of candidates and review job descriptions to make sure they mention diversity commitments and policies.
Another way of increasing the number of diverse applicants for a role is to evaluate your interview process. Ask yourself:
- are the interviews accessible?
- do they promote an unconscious bias for certain groups over others?
It’d also be handy to have representatives of diverse groups from senior management involved in the recruitment and interview processes. This will encourage diverse candidates to come forward and feel more comfortable.
And don’t forget, if you’re aiming to make your workplace more diverse, you should showcase the steps you’re taking to achieve this. For example, you could put a diversity commitment on your website.
2. Review your interview process
You may want to put together a water-tight interview plan to make sure it’s right for both yourself and your applicants. The plan could include the following.
- Initial screening interview. This is a chance to go over the basics and rule out any deal-breakers, for example, whether the candidate has a full clean driving licence (if that’s a requirement.)
- Write tailored HR-approved questions. Not all interviews are one-size-fits-all. For example, an interview for a mechanic would be very different to those for a receptionist. Ask questions that help you find out if the candidate meets your specific needs for the role.
- Consider whether they have the right skills. As a result of current recruitment challenges, some managers make swift hiring decisions to fill vacancies. But this is widening the skills gap by taking suitably skilled candidates away from jobs they’re more suited for. So, it’s vital that you assess a candidate’s skills during the interview process.
- Hold a group or peer interview. This is a great way to find out if the candidate is a good fit for the role and your organisation.It also gives them a better idea of the job they’ve applied for.
- Ask them to complete a task. Finally, if you really want to be sure you’re matching the right skills to the job, you can always set a short task that tests a common aspect of the job. Common examples include ICT based tasks or creative writing tasks.
Get more information on how to conduct a successful interview. Read BrightHR’s complete interview handbook today.
3. Put time into your onboarding
A tailored onboarding plan can make sure your new starter hits the ground running.
The first couple of months of employment can develop and empower new employees to be the best they can be. This, in turn, could reduce the attrition rate of your top talent. In fact, research by Glassdoor shows that a strong onboarding process can improve new hire retention by 82% and productivity by over 70%.
So, how can you onboard effectively? Below, we talk about two key areas you should look to engage new employees in so they can settle into the business and start adding value as soon as possible.
A warm welcome can go a long way.
You could set up an induction plan for new starters that introduces them to the team they will work with, preferably with one-to-one sessions. This has become even more important since the pandemic as many jobs have become remote.
Small touches can help to improve working relationships and develop a positive company culture. This could include a branded welcome gift, a workplace tour, or giving your new staff a mentor at the start of their employment journey.
During this time, you should answer your new starter’s FAQs. Tell them how booking time off works, when they can expect their wages to be paid, and give them a quick run-through of health and safety processes.
Giving a clear idea of the business and how you manage employee career development is important, especially in the early days.
Setting performance expectations can give staff purpose and help them focus on the job at hand, though be mindful not to overwhelm them. To make sure they have the right tools to meet your expectations, you should set time aside to take them through the company structure, values, and products you offer. It’s a good idea to follow up this onboarding with regular catchups where you can address any concerns and celebrate milestones.
Want more recruitment content from BrightHR? Discover the number one hiring challenge for businesses right now.
We work with BrightHR to make sure business owners and leaders can access the right help at the right time. That’s why BrightHR is offering free HR advice for your business from trained experts Monday to Friday, 9am to 5pm.
So, whether you need advice on drafting company contracts, recruiting and retaining top talent, or managing persistent absences, BrightHR’s free HR advice line for Santander customers has the right answers for you.
Call them on 0800 756 0830