Streamline your hiring process with an effective recruitment funnel, guiding candidates through each stage efficiently. Improve talent acquisition with structured steps.
By Brad Nakase, Attorney
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Talent managers can improve their ability to find, assess, and recruit top candidates with the use of a recruitment funnel. A well-executed recruitment funnel can streamline your company’s otherwise laborious hiring process.
Read on to learn the definition, stages, and process of a recruitment funnel, as well as how to design your own.
Let’s jump right in.
The steps involved in finding and hiring new employees can be mapped out using a recruitment funnel. From publishing a job opening to having a candidate accept an offer, the talent acquisition funnel has you covered. Starting with a large pool of qualified applicants, you will whittle down the pool until you have only the best applicants remaining at the bottom of the funnel.
There are different steps in the hiring process, and each one has its own goals and results. A recruitment professional can use this information to assess the efficiency of the company’s hiring process and identify areas for improvement.
The purpose of a hiring funnel is to create a scalable, methodical, and efficient procedure for attracting and employing top talent. In this way, HR and the company may better understand where they are in the recruiting process by breaking it down into manageable steps and collecting data at each one.
Rephrasely CEO Matthew Ramirez says recruitment funnel data helped discover hiring process bottlenecks and allowed his company to make modifications. An excessively lengthy application process was shown to be the root cause of their high dropout rates. They cut the application process down to five minutes for candidates. Furthermore, this assisted in filling positions that were vacant.
You may improve your chances of attracting top talent, guiding them through the recruiting process, and increasing the number of times they accept your job offer by breaking down your recruitment funnel into its component parts and studying each one.
There are several steps in a hiring funnel, and they all lead to distinct outcomes. While every company’s hiring process is different, here are some typical steps:
Establishing your company’s name recognition is the first step in the top of the funnel. Prospective employees might not know who you are or what you do right now. The more people who are familiar with your brand, the more likely it is that qualified individuals will be to apply for jobs with you. Approximately three quarters of those who are looking for a job take the company’s reputation into account.
What the HR department can do:
Take a look at your present employer brand and see what others are saying about it.
Make advertisements: Collaborate with your marketing group to launch initiatives to raise brand recognition.
Make the correct channel selections: Determine the most popular social media platforms where your candidates hang out by conducting an audit of your presence there.
Attracting qualified applicants to your available positions is the next stage in your hiring funnel.
People who might be interested in working with your company have heard of it, but they haven’t applied just yet. Here are the primary tasks:
What the HR department can do:
After attracting applicants to your company, the following stage is for those candidates to take action. At this point in the hiring process, prospective employees are doing research on your business online, either by looking at your website or following you on social media.
Among job-seekers who research a firm, LinkedIn reports that 38% use the company’s website as a resource, 32% rely on LinkedIn, and 53% receive their knowledge from personal contacts.
Your current responsibility is to:
What the HR department can do:
People that could be a good fit for your open roles have started applying, at long last. Notably, most firms take around two to three months to go from the application stage to the hiring stage. An key milestone to reach is making sure the proper candidates are applying.
Recruiter.com research found that only 10.6% of job applications are completed. This is because the application process is so complicated, so it is very important to get this step right.
Creating a positive experience for candidates is of utmost importance at this point. Recruiters should prioritize:
What the HR department can do:
As a recruiting specialist, your current objective should be to conduct a thorough evaluation of each candidate’s knowledge, experience, and abilities. This is a difficult step since you can get a large number of applications and not have the resources to handle them all.
Setting up tests to evaluate applicants’ skill levels, abilities, or even personalities might help you do a good job of assessing them.
A high-quality applicant tracking system (ATS) can also aid in the automated screening, sorting, and shortlisting of applications on a massive scale.
What the HR department can do:
In order to prepare for an interview, Circuit CEO Jack Underwood suggests giving candidates some “homework” to analyze a problem and come up with solutions. Then you’ll have a better idea of the candidate’s potential performance on the job. For the sake of testing their time management abilities, let students choose their own due date. Since not all qualified applicants do well in interviews, this is a great way to level the playing field.
Once you have a short list of possible prospects, the next step in your hiring process is to interview them.
This is often the most labor-intensive part of the hiring process. A LinkedIn poll found that small businesses can spend up to seven hours per week interviewing prospects.
As a general rule of thumb, three rounds of interviews are ideal. Whether you are filling a senior or technical role, among other considerations, will influence this. Having too many interviews, though, could exhaust your candidates to the point that they don’t want to continue or even quit the process altogether.
Currently, a recruiter’s duties include:
What the HR department can do:
Well done. At this point in the hiring process, you are prepared to formally provide an offer of employment to the most qualified candidate. The best candidates are now taking the time to weigh the offers they’ve received from various recruiters and companies.
Doing the following will improve your odds of the applicant accepting your offer:
What the HR department can do:
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