When it comes to hiring, there is so much that goes on behind the scenes. If you ever been on the recruiting side of human resources, you’d know how much goes into hiring amazing, talented people. With so much going on, we wanted to spend some time today letting you in on an important topic: hiring managers can do anything, but not everything.
We want to think that the managers we put in charge of hiring can leap tall buildings in a single bound, but our hiring managers are not Superman. They need tools that can help them hire more effectively.
We Put A Lot On Our Hiring ManagersOur hiring managers have a lot on their plate. We put them in charge of a ton of stuff including:
- Understanding and planning which roles we need to hire for.
- Finalizing and making sure that job descriptions get posted to the necessary job sites.
- Looking through all the initial job applications to pick the best ones.
- Going through the entire hiring process and many phases of interviews.
- Making the final hiring decisions.
- Setting up orientation and onboarding for newly hired employees.
As you can see, your hiring managers have many tasks on their hands. While most employees have a lot on their hands, especially in a small business, hiring managers are unique because of what they do. These managers are in charge of the hiring for your company, after all. What they do will impact your business on a deeper level than most employees on your roster.
Hiring Managers Can Get Stressed TooWorkplace stress is a huge deal. Hiring managers are a part of our company, and stress is rampant amongst employees in general. Check out some of these stats on workplace stress.
40% Of Workers Say Their Work Is Very/Extremely Stressful (Source)Could you imagine 40% of your current workforce thinking that their work was very or extremely stressful? This statistic from a National Institute for Occupational Safety and Health (NIOSH) report showcases that workplace stress is real for workers across the country. If workers are identifying that they are stressed out, that stress is manifesting in the work that they do.
25% Of Workers Have Felt Like Screaming Or Shouting At Work Because Of Stress (Source)What if 25% of your workers screamed at once due to the stress they were feeling at work? While these screams may make your workers feel a little better, for the time being, it would also be a wake-up call for you. Your workers are feeling stressed out because of the work they have to do day-to-day. There should be an easier way to accomplish all of their tasks, right?
12% Of Employees Called In Due To Work-Related Stress (Source)It goes beyond screaming in the workplace, though. Sometimes stress can cause us to take a sick day just because we can't fathom getting out of bed and going to work. Imagine one day where 12% of your employees decide to call in sick because of the stress they feel at work.
This scenario would usually never happen. You might not notice the stress "sick days," because it occurs over time. One employee might call in sick today, then another one in a few weeks, and down the line. Over time, though, you begin to notice the absence of your employees. Overall, you want to make sure that your employees call in because they are sick, not because of the stress that you could help to alleviate.
We Want Amazing Employees, Not Subpar Ones
The reason we put so much stress on our hiring managers is simple: we want amazing employees, not subpar ones. We want the kind of employees who will be loyal to our company, appreciate our mission, and treat our customers with respect.
Those kinds of employees are out there, but we can’t expect hiring managers to find them under the stress they are in.
In a recent book by Marylene Delbourg-Delphis titled Everybody Wants To Love Their Job, Marylene states, “Time pressure squeezes culture out of the company. Using time metrics as a measure of performance is the most direct path to retention issues and creating a deleterious culture.”
If you want to hire great employees and build a long-lasting employee culture you’ve got to slow things down. Give hiring managers time to find stellar employees and build a culture that matters.
Candidates Expect More From Us Than Ever BeforeThe hard truth is that candidates expect more from us than ever before. Candidates are tired of being ghosted, and they are tired of long drawn out recruitment processes that leave them feeling useless. They want to know where they stand when it comes to the recruitment process.
With everything I just said, you may think that now is the time to increase pressure on our hiring managers to get things done quicker. That is not the answer. Your hiring managers still need time to find the best candidates and hire people who will genuinely work within your company culture.
Now is the time to work smarter, not harder with strategic automation.
The Importance Of Strategic Automation
At ConveyIQ we understand the importance of strategic automation. We know that potential candidates want to feel essential to the companies they apply for, but we also know that hiring managers are already stressed enough.
Our strategy for improving the hiring process is simple: map out strategic communication points throughout the applicant journey and automate the process. One hiring manager cannot accomplish all the tasks on their plate plus email 500 applicants about their place along the applicant journey. We take those important communication tasks off your hiring managers plate so they can focus on finding the best applicants without losing the best applicants.
Are you ready to take your hiring process to the next level? Check out our guide that helps you optimize your applicant communications strategy!