3 Ways to Revamp Your Hiring Process in 2019

Posted by  Lindsey Burke

2019 hiring process

With the end of the year approaching, hiring managers and talent acquisition teams are in a crunch to utilize the remainder of their annual budget. After all – you use it, or you lose it! What better way to spend the last of your budget than on investments to improve your hiring processes in the new year? Considering we are at a record breaking unemployment rate, high volume hiring will likely continue well into 2019, so it should be a top priority. Below, we will discuss three areas to consider investing in to ensure your hiring process is top-notch in 2019.

1) An Interactive Hiring Process

With Gen Z on the rise in the job market, companies are going to have to adapt and shift old, outdated hiring processes to match new technology trends. For example, if your company is currently using paper and pencil tests or doesn’t provide online applications, you may struggle with recruiting from younger generations. Nowadays, candidates expect initial stages in a hiring process to be completed online. Many employers provide interactive and engaging assessments as part of a selection process, designed to learn about multiple skills, characteristics, traits, and abilities candidates possess. Of course, face-to-face interactions are helpful to candidate experience as well and should not be dismissed. Getting to know candidates helps encourage candidate buy-in and opportunities to further understand strengths and potential challenge areas.

Check out our webinar on new technology trends in talent management.

2) A Consistent Hiring Process

Consistency in the hiring process is a major player in fairness, both legally and perceptually. The last thing any company wants is a perception from their candidates that they weren’t treated fairly during the hiring process. For example, let’s say Jack and Jill both apply for the same job. Little does the company know that Jack and Jill are friends. Jack gets the job, and Jill doesn’t. Jill finds out that Jack was offered the job after completing a brief phone screen, whereas Jill was rejected in the hiring process after several interviews and tests. Taking this further, this extreme example could seriously hurt your company’s reputation if Jill uses social media to express her dissatisfaction with the company and their inconsistency. This could also come back to the company in the form of a legal challenge. Thus, make sure all hiring managers and recruiters are on the same page with hiring process steps and the criteria of the hiring process steps.

Read more: 4 Reasons You Absolutely Need A Consistent Hiring Process

3) A Candidate-Friendly Hiring Process

In 2019, a candidate-friendly hiring process is one where candidates understand what is expected of them, a process in which candidates have the chance to demonstrate their skills and abilities, and a process that leaves them wanting to work for you. When the hiring process is overly complicated (for example, if a candidate cannot find where to begin an application process) frustration and drop off can occur. Giving candidates a fair chance to demonstrate their skills and abilities during the hiring process and ultimately, a chance to show what makes them stick out from other candidates, is important as well. This leaves the candidates feeling as if they were able to put everything on the table. Using past behavior questions as part of a structured interview is one way in which candidates can give specific examples pertaining to their experiences and how they handled certain situations. Last but not least, be sure to answer any questions candidates have about the company and work they will be doing as openly and honestly as possible. Sell the candidate on what sticks out about your organization and the work they will be doing, but be realistic about the not-so-good things they may expect as well.

As we're all planning for the new year, make it a resolution to consider these three adjustments to your hiring process. Giving candidates a positive, interactive experience and maintaining consistency and fairness will increase your chances of being an employer of choice, hiring top talent, and attracting the newest generation to your company. 

high volume hiring

Lindsey Burke

Lindsey Burke is a Consultant based in the Pittsburgh office of Select International. She is largely responsible for client support and managing clients in industries including manufacturing, sales, and healthcare. Lindsey completed her M.A. in Industrial and Organizational Psychology from Xavier University and earned a B.A. and B.S. in Psychology from Kent State University.

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