How You Offer Work, No Longer Works

Although not immediately evident, using outdated hiring and recruitment processes is costing your company not only money, but also time and progress

While companies differ in terms of branding, products, services, and industry, hiring and recruitment remain to be consistent for all. As business and careers progress, there is always a need to find professionals who will fill in roles and keep the company moving. Of course, these can’t just be anyone, as the right people is essential for achieving overall goals.

Unfortunately, as much as new technologies have helped in the creation of products, services, and customer experiences; hiring and recruitment have more or less remained the same. Many continue to market their vacancies in every possible place, believing that with more applicants comes a greater chance to get good hires.

Even if this and other outdated practices remain widely accepted, it at best only ensures that you have applicants to hire, but hardly ever results in you finding the people best suited to work in your company. The mismatches alone are the least of your worries because the way you offer work actually no longer works for a number of other reasons.

Lost Time

The way that many companies hire today is very time-consuming. While posting your vacancies on job boards and multiple websites mean many applicants will see the opportunities you offer, it also leaves you having to spend several hours sorting through numerous applications, all without a guarantee that any of them actually meet your qualifications.

All those time you spent dealing with additional resumes can result in missing on actual qualified talents. They might have already accepted job offers from your competitors because it took you too long to reach out to them.

Lost Revenue

In addition to losing time, your company also risks losing revenue because of your outdated hiring process. When you fail to find good candidates, your positions remain vacant. The responsibilities are then either fulfilled by other employees whose skills are not in line with the positions, leading to sub-par output or is unfulfilled altogether, meaning no output at all.

Similarly, when you hire a candidate for the sake of just filling a vacancy, you might be paying someone ineffective and is not adding value to the company.

Repeating the Process

In the inevitable event that the aforementioned hire leaves your company, you are left to have to repeat the recruitment process in order to find a replacement.

When a wrong hire leaves, you are left to repeat the entire recruitment process just to find a replacement. Company resources will again be spent not only in finding new hires, but also in processing their documents as well as having them trained and on-boarded.

In the meantime, this also means the company will have to ask other employees to spend time and energy to once again fulfill the vacated positions’ responsibilities. Indeed, an outdated and ineffective way of hiring hurts the company in many ways, be it the loss of productivity, frustration from repeated training, or the inability to progress with business initiatives.

Lost Confidence in Your Employer Brand

The talent market may lose confidence in you as an employer because of how infective your hiring process is. Based on a survey conducted by Kalibrr in 2018, over 75% of candidates who experienced an unpleasant recruitment process cited not getting updates from recruiters as the main reason.

Existing employees on the other hand, may also lose faith in management when they notice consistently poor hiring, where they continue to be overworked as they cover for ineffective hires or have to do the job in full because there are no hires at all. Apart from further employee turnover, this also damages your employer brand, as dismayed applicants and (ex) employees will discourage others from working in your company.

It is evident that being able to focus your time and effort on the right candidates is key to ensuring that how you hire is not only effective but also a pleasant experience for applicants. While getting as many candidates as you can used to be the way to go, this has already proven to be ineffective and detrimental to your overall company goals.

Through Kalibrr, you can create a delightful hiring experience both for your team and for your candidates. With the help of an AI-powered candidate matching software, Kalibrr immediately connects you to relevant candidates that suit your needs. This greatly reduces the time and energy you spend searching through hundreds of resumes. Instead, you can focus all these to build better candidate and employee relationships.

Hiring tools on your Kalibrr account will help you keep jobs and applicant information organized, while an easy-to-use messaging app allows you to promptly respond to candidates’ inquiries and give them timely updates regarding their applications. They won’t miss any of your messages either, as text and email notifications are sent to them to let them know that you’ve sent correspondence which they can view on their Kalibrr accounts.

For more information on how Kalibrr’s solutions and services help you improve your hiring process and ensure you find the candidates that best match your company and culture, contact us at Kalibrr.com.

Kalibrr is a technology company that aims to transform how candidates find jobs and how companies hire talent. Placing the candidate experience at the center of everything it does, the company continues to attract the best talents from all over, with more than 2 million professionals and counting. Kalibrr ultimately connects these talents to companies in search of their next generation of leaders.

The only end-to-end recruitment solutions provider in Southeast Asia, Kalibrr is headquartered in Makati, Philippines, with offices in San Francisco, California and Jakarta, Indonesia. Established in 2012, it has served over 18,000 clients, and is backed by some of the world’s most powerful start-up incubators and venture capitalists. These include Y Combinator, Omidyar Network, Patamar Capital, Wavemaker Partners, and Kickstart Ventures.

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