How to Revive An Outdated Hiring Process

February 13, 2018

Almost every facet of running a business has changed in the last five years. From the different technology tools you can now use to accomplish things faster, the average age range of your workforce, and the standards for diversity, telecommuting, job security and benefits are just a few of the big ones.

Why then, after all of these changes, are most employers still using the same tired old hiring process that’s been in place for years?

There are a variety of potential answers. Maybe it’s the old “ain’t broke, don’t fix it” mentality. Or maybe it’s because other, more pressing issues demand HR’s resources and attention. It also could be that those who craft the hiring process don’t know where to start with changing it for the better.

Whatever the reason for the stagnation, an outdated hiring process is one of the biggest roadblocks to attracting great talent. 

Here’s how you can breathe exciting new life into your outdated hiring process so that you’re not stuck with so many open positions, or worse, with new employees that are nowhere near a good fit for your company (but that you felt like you needed to hire out of of desperation!). 


Evaluate Your Hiring “Tech Stack”

Is your current stack up to par? And what we mean by tech stack is the whole range of online accounts, systems and platforms you use to help you accomplish your hiring process from end to end – whether that means your ATS, storage, communication apps, employer branding solutions or recruiting platform / resource.

Take a look at all of these items individually and holistically.  Are they helping or hindering your company’s ability to find and engage with top quality candidates? Are there any areas that need more attention?

More than anything else on this list, your tech stack needs to be regularly measured to ensure productivity. Make certain your hiring managers understand how to maximize the tools you have already invested in, and talk with them periodically to understand other ones they think would increase the hiring mojo.


Assess Your Job Descriptions

Interesting and unique job descriptions are key to sparking interest in those A-players you want to attract. Unfortunately, some companies fail to revise descriptions as roles change and evolve. Or even worse, they use standard template job descriptions that say nothing about what makes the role or your company different than any other job description they can find anywhere else. 

Some actionable tips:

Study the employee who was in the role previously, and note where they excelled and where they didn’t. Advertise for the skill set that would have made a perfect fit. And if it’s a new role you’re looking to fill, flesh out the skills one would need to reach the goals set for the position and make sure that’s very clear in the job description. And most importantly, start building a picture of your company’s culture within the job description, as well. It’s never to early to show off your culture and values – the right candidate will appreciate it!


See Where Your Job Postings Are Going

If the job description is a “what” the posting is the “where.”  Are you posting it on the same two sites you used five years ago? Or are you just throwing it onto your website and then crossing your fingers?

It’s time to find new ways to reach those A-player job applicants. If you haven’t done so yet, it’s time to embrace Google for Jobs to get your open positions in front of the biggest number of high-quality candidates. [if you’re interested, read our free complete guide to Google for Jobs here] 

73% of all job searches start on Google (Careerbuilder), so being present at the beginning of a person’s job search there expands your audience and increases the likelihood of finding a great new hire.


In addition, look at how you….

Use Social Media

There are few more powerful tools to woo great job applicants in today’s job market than social media. And a huge bonus about it is that it’s totally free.

Posting your job openings across your company’s channels is only one part of it. Some other ways to use social media in your hiring process are:

    • Sharing employee stories
    • Showing examples of your culture and values
    • Openly answering questions that candidates have
    • Reaching out directly to promising candidates

Taking the time to do these things on social media will not only bring your hiring process up to current-day standards, but it’ll also improve your employer brand and the quality of candidates you’ll attract over time.


Improve Your Candidate Experience

Tons of resumes = guaranteed success. Right? Well, not necessarily.

While a large number of resumes gives you a higher chance of filling your position due to sheer probability, a poor candidate experience will get in the way of success every time even when you have tons of resumes to choose from. 

Are candidates getting clear answers to the questions that they really care about? Are the interviewers friendly and respectful of the candidates’ time? Are they polite during the interview? Do they apprise the applicant of the next steps, and what to expect?

These are some questions you should always be asking yourself; candidates who are left in the dark to wait for the next contact or who are treated with disregard, are probably going to pick another company as their employer. With unemployment rates being at record lows, creating a pleasant, respectful, progressive candidate experience is more important than ever.

If you don’t know what previous candidates thought of your hiring process, ask them. Use the results to train your interviewers on how to improve to create a more successful approach.



Smart employers understand that the same tactics that guaranteed success three years ago may be obsolete today. It pays to be proactive in staying competitive when hiring high-performing employees. By reviewing your processes and making these adjustments, you can create a fresh, efficient way to attract and land the best candidates available.



Linda Le Phan
Senior Content Marketing Manager at kununu.

Back to posts