The talent acquisition process, from sourcing through onboarding, should be smooth, user-friendly, efficient, and interesting for all parties involved, not just for candidates. Hiring new employees is an involved process, and it should involve more than one person or one department. In fact, Best-in-Class companies understand how important an engaging and accessible recruiting experience is for candidates, and that’s why, more often than not, they use hiring teams. According to Aberdeen, Best-in-Class companies are 57% more likely to create a hiring team that collaborates on candidates.

Businesses that enable hiring teams to collaborate on candidates are almost twice as likely (14.3% vs. 7.3%) as All Others to grow hiring manager satisfaction and customer satisfaction on a year-over-year basis. These teams should collaborate on the team-fit, personality-fit, and the overall application of candidates. Collaborative hiring enables every member of the hiring team to discuss any candidate in the pipeline, and it also helps your business hire the right individual.

According to Aberdeen’s 5 Questions to Ask Your Talent Acquisition Provider, the hiring team’s user experience should be simple, modern, and configurable, and it should take into account their needs and expectations. An effective hiring team requires three individuals: recruitment marketers, workforce developers, and brand ambassadors. It’s the individual roles and responsibilities of each team member that creates an effective hiring process.

Recruitment Marketers

Your recruiters are your recruitment marketers. Their goal is to find and attract candidates to your organization. They should be continuously connected directly with your candidates and reflect the face of your company. It’s imperative to empower your recruitment marketers with resources that ensure that hiring is as smooth as possible and that top talent isn’t lost because of time elapsed or missed communication.

To thrive, your recruitment marketers require:

  • Mobile-ready technology that they can access at all times;
  • The ability to deliver strategic insights through analytics to workforce developers, their managers, and the company regarding which candidate is a good vs. a bad fit;
  • Easy-to-learn and easy-to-use tools.

Your recruitment marketers should ultimately be held responsible for the employees that are brought in. They are also responsible for determining if new hires are not only good cultural fits, but also capable and effective contributors to your organization. To attain this greater accountability, you need to provide your recruiters with insights and analytics, so they can figure out where they are struggling and where they excel. Only then can your recruitment marketers be most effective.

Workforce Developers

Your hiring managers are your workforce developers. They are intrinsically connected with determining which skills, abilities, and knowledge are required to be successful contributors in the open position. They should consider not only fit within a department or team, but also fit within your organization as a whole. Your workforce developers are at the forefront of your hiring process, and they must feel empowered to engage with recruitment marketers and all aspects of the talent acquisition process.

To effectively do their job, workforce developers require:

  • An always-available, reliable mobile hiring platform;
  • Easy-to-learn and easy-to-use tools;
  • Reporting and analytics to enable hiring insights.

By providing your workforce developers with easily accessible and usable technology, you can ensure that they can make quick decisions on the go — a necessity during hiring. These same tools also improve your organization’s KPIs, namely time and cost per hire. And in Best-in-Class companies, workforce developers are 62% more likely (75% vs. 47%) than All Others to have access to relevant data (e.g., employee profiles, development plans, assessment results) that can be used to make more informed hiring decisions. When you give your workforce developers the tools they need to be successful, you’ll discover that your hiring process produces far greater results.

Brand Ambassadors

Your employees should be your brand ambassadors, but to achieve this, you have to support them. According to Getting Social About Today’s Sourcing by Aberdeen, 65% of Best-in-Class companies and 60% of All Other companies rely on their current talent to recommend the best and brightest potential employees, whether from friends, colleagues, or even competitors. To transform your employees into brand ambassadors, your organization needs a structure in place that provides benefits (financial or not) to employees who recommend potential new hires.

To create brand ambassadors who bring in top candidates you need to provide:

  • A social web experience that allows your employees to connect and interact with candidates without overwhelming them;
  • The ability to interact and share their stories and experience with talent communities;
  • Video branding to document your brand ambassador’s tenure, journey, and experience within your company.

Your brand ambassadors should feel like they have the freedom to express themselves and their perspectives on the company with potential candidates. They are often the missing element to the hiring process, but they are the most likely to bring the best new hires to your organization.

Effectively acquiring the right talent requires more than a single individual. To create a collaborative team, each individual should have their own roles and expectations for success. It’s your organization’s job to make sure that everyone is working toward a common goal and collaboration is at its core. To learn more about creating a hiring team within your organization, read Aberdeen’s Empower Hiring Managers and Recruiters Today to Own Recruiting Tomorrow.