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Hiring is so easy. You reach out to 

best of the masses, get a few to your company, a handful to interview room, spend two hours to know them and DONE!

I know these things are never easy or too simple for hiring managers. It’s hard to attract the best talent. But still you are trying your best to attract talent. So are you able to attract the best available talent? Or no?

Are you missing on something?

Or your hiring strategy isn’t working out the way you planned

Or you are probably stuck up with the old hiring techniques or strategies?

Maybe your hiring strategy is not working because you are following the same and same process again. This is called Insanity. Albert Einstein famously said, “Insanity is doing the same thing over and over again and expecting different results”. If you are reading this, chances are your recruitment strategy is not working.

Hiring Strategy - Insanity

Interview Mocha, leader of online assessment tests has come up with seven signs that your hiring strategy isn’t working and not yielding better results.

1. Not taping the mobile devices?

If your career page or recruiting site isn’t mobile friendly you are losing talent. Whichever talent pool you target just get diluted to half. According to Kelton Research,

  • 86 percent of active candidates use their smartphone to begin a job search.
  • 70 percent of active candidates want to apply via mobile.
  • 55 percent want to upload a ‘resume’ to your career site.

This means it makes sense to cater your career page or recruiting site to mobile web and allow them easily apply from the phone.

2. Are your Job Descriptions clear and concise?

Fact 1 - 99 percent job descriptions are long, not clear and boring.

Fact 2 – Most of the companies use the same job descriptions over and over again.

Warning – Stop writing long and confusing job descriptions. Stop reusing job descriptions.

As the demand for highly digital talent is increasing it is important for companies to convey their wants, needs and culture via their websites and other. JDs that clearly define what a candidate would be actually doing in that profile or job are more convincing than the expectations displayed by the hiring managers or recruiters. Have a look at this job description by Woot.

Job Description - Woot

Instead of listing just requirements and responsibilities, write great job descriptions that accurately defines the need.

3. Probably, there's a disconnect between You and Recruiter

According to iCIMS Study, 80 percent of recruiters believe they have a good understanding of the jobs they’re recruiting for. Yet 61 percent of hiring managers disagree with this.

Disconnect between recruiter & hiring manager

There’s a disconnect, largely based on desires and expectations not aligning. Calling the recruiter and asking him to look up the job description is not enough. A successful hire is a relationship between recruiter and hiring manager. The goals for Recruiters and Hiring Managers are the same. Take time to discuss. Once the hiring manager gives the recruiter an outline of the person they want, the recruiter can respond with clear data on how realistic that is.

4. Still not targeting the passive talent?

Passive candidate’s accounts for 79 percent of the workforce. Since it is difficult to distinguish a passive candidate who is interested in speaking to you from one that’s not, you should be careful how you reach out to these people.

Passive talent

Passive Candidates


And, if you are searching for passive candidates find these top ten ideas for effectively recruiting passive candidates.

5. Are you Ignoring Social Media?

Social media has transformed the way people work, communicate and even, search the potential candidate for the organization. Gone are the days of ‘hard to find’ talent. Now, social media has made it possible to contact potential candidates directly. Posting job opportunities on social media platforms is less expensive than the use of specialized publications and paid websites. Traditional resumes are almost on the verge of extinction. LinkedIn, Facebook, Twitter and Google+ profiles are the new resumes to be evaluated. Find out top seven reasons why you should exploit social media for recruitment.

6. Not yet assessing the skills of the candidate?

You interviewed the candidate, you selected him and he joined the company. Now you suddenly noticed that he is a Bad Hire. And the reason is poor skills match. DAMN!! If you are not assessing skills of your new hires, chances are you are going to make bad hires. Why not use skill testing software?

Pre-Employment Testing Software helps you find the quality candidates. Pre-Employment Skill tests are among the most accurate means of predicting candidate’s performance because they can objectively determine the extent to which a candidate has the knowledge, skills, and abilities to perform well at any given job.
Pre-employment Skill Testing

7. Is your hiring time too slow? 

Some organizations believe that a longer hiring process is helpful because it ensures that a company has adequate time to compare candidates and ensure that they are hiring the best person for the position. This overlooks the important fact that you may miss out on the best talent because you took longer to make a hiring decision.

Speed hiring does not mean haphazardly filling the vacancies, but to make quick decisions with right tools and process.

It's Time to Rethink

By investing time in developing a stronger hiring strategy, employers can find talented candidates better and faster. Not many hiring managers and recruiters have adopted the modern hiring strategies. Have you?

Share your thoughts about improving hiring strategies.

Nikita, Interview Mocha
Nikita, Interview Mocha
Content Writer at Interview Mocha

Topics: Recruitment

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