Hiring is a critical and essential part of owning and operating a business. How do you encourage the best applicants when you’re looking to fill a role?
Below are seven helpful hiring process best practices compiled by Sammi Caramela of Business News Daily.
1. Build a strong employer brand.
Did you know that the majority of candidates who aren’t currently searching for a new job are open to new opportunities? According to an Office Vibe report, this number is upwards of a (surprising) 75%.
Building and maintaining your employer brand attracts more passive candidates, meaning you won’t have to spend as much time actively recruiting. Brand maintenance such as responding to reviews, keeping your company profile up to date, and sharing news on company culture and workplace environment will show potential applicants that you are actively engaged in maintaining your brand reputation.
If you are utilizing Bankers Crossing for posting your open positions online, take advantage of your included Company Profile Page as a place to let interested applicants find out more about you and what you offer as an employer. (Not using our services? Check here for more information, or feel free to drop us a line!)
2. Move as quickly and efficiently as possible.
Office Vibe also indicates that the best candidates are typically only in the market for a new job for an average of ten days. Therefore, it is critical to act quickly if you’re interested in a particular candidate.
Even if you’re not quite ready to make a final decision to hire them, following up with such a candidate will let them know you are interested and should keep you on their radar as they continue their job search. Don’t forget to keep them updated throughout the entire process, and be ready to respond to their questions or concerns promptly.
3. Write better job descriptions.
Job descriptions are usually pretty standard: a list of the responsibilities of the position, and a set of required (and desired) skills. The Wall Street Journal reports that this approach can actually alienate qualified employees.
“In the study, U.S. and Canadian researchers rewrote 56 job ads to emphasize two different approaches: the Needs-Supplies approach, which focuses on what the company can do for the candidate, and the Demands-Abilities approach, which focuses on what the company expects from the candidate. Of the 991 responses, applicants who responded to Needs-Supplies job listings were rated higher than those who responded to the Demands-Abilities ads.”
–Sammi Caramela, Business News Daily
If you shift the focus of your job descriptions to a Needs-Supplies approach and let candidates know what you can offer them, you’re more likely to attract people who fit your needs.
4. Embrace digital trends and social media.
Social media is a big part of the daily life of many people, and as such, can be an invaluable resource for learning more about your candidates. While it’s a legal risk to allow social media activity to determine whether or not you hire an individual, doing a “social media background check” in addition to your standard background check may give you some insight into the type of person you are interested in hiring.
5. Fit the personality to the job.
Many companies consider a candidate a “good fit” if they have all the skills required for the job. However, personality can play just as important a role, if not greater – after all, skills can be learned as necessary, but personalities cannot really be changed. If a candidate’s personality traits aren’t in line with the job requirements, you may want to think carefully about how well they will fit overall into the culture of the organization and the job at hand.
6. Improve your interviews.
“A study by Leadership IQ found that failures exhibited by new employees may result from flawed interview processes. Eighty-two percent of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time or lacked the confidence in their interviewing abilities to pay attention to red flags.
“According to Leadership IQ CEO Mark Murphy, this is because the job interview process focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success – like coachability, emotional intelligence, temperament and motivation – are often overlooked. ”
– Sammi Caramela, Business News Daily
Following interview best practices – as well as allowing candidates to interview you – can only help you in the long run.
7. Keep an eye on your reviews.
It’s no secret that candidates typically prefer to do some research on a company to which they are applying. Most will look at not only the company website to get an idea of culture and values, but also try to get an “inside look” via employee reviews on sites such as Glassdoor.
“According to Glassdoor, 46 percent of its members read company reviews before they even speak to a recruiter or hiring manager. Top candidates may not even apply in the first place if they don’t like what they see: 69 percent of job seekers said they would not take a job with a company that had a bad reputation, even if they were currently unemployed.”
– Sammi Caramela, Business News Daily
Being active on review websites and staying on top of your information to ensure its accuracy are the two most significant actions that show candidates you’re taking an active and concerned role in your company’s reputation.
If you look yourself up and find many negative reviews from current or past employees, it might be time to take a hard look at your company culture before you work on filling those open positions. Doing so may aid in employee retention, resulting in fewer open positions in the long run, as well. Positive reviews are much more likely to attract the quality employees you’re hoping to hire.
Check out these helpful links for more information: