Want to do your best job when recruiting top talent to your company? Then you’ll want to think like the top recruiters.
Looking to grow your company’s staff? When it comes to hiring top tier talent, you want to be on your toes in order to acquire the employees you’re searching for.
Hiring a solid team of skilled and highly experienced employees is what will set your company above the rest within your industry. If you can create a team that works well together, has great experience, and knows how to integrate into the workplace quickly, you’re on your way to smoother sailing.
If the hiring process is stressing you out and you don’t seem to be having any luck hiring employees that fit the needs of your business, you might want to brush up on some best practices that can help.
Let’s talk about 3 hiring tips, tricks, and best practices you can use to grow your company’s staff and retain long lasting employees who have the experience you’re looking for.
If you aren’t attracting the right type of talent for your job openings, it may have to do with your job listing.
A lengthy, detailed job description can give job seekers insight into what you’re looking for, but too much information can actually hinder the experience for everyone involved. You could even scare talented job seekers away by writing too much about what you’re looking for in the description.
Cut back on the information you include in your job listing. If job seekers are looking for a job at your company, they’ll put the effort in to do the research necessary. Therefore, you don’t need to list your company’s entire history in the job description.
Similarly, only ask for the essentials in your job listing. You can always go over job the more granular expectations in detail when you call someone in for an interview. Having an in-person conversation about expectations is much easier than listing out a myriad of needs that seemingly goes on forever.
Long story short, don’t intimidate top talent by having an overbearing job listing.
While there are going to be close-ended questions you have to ask job candidates, you don’t want this to be the only interaction you have with them during their interview.
Having an open-ended conversation with those that you interview can help them open up about themselves as a professional and help you learn more about their personality, work style, values, and more. You’ll be able to tell if they seem to be a good fit for your company’s team, and you’ll allow them to speak openly about their strengths and weaknesses as an employee.
You can even make a list of open-ended questions you’d like answers to before you start conducting interviews. Referring to this list will help guide an interview, give you expectations of what you’d like to hear from candidates, and give you a better impression of who you’re interviewing.
Having a genuine conversation during interviews can help you make better hiring decisions when the time comes.
When preparing to choose candidates to come in and interview, it may be in your best interest to screen individuals through a quick phone call.
Time is money, so you don’t want to spend too much time on interviews than necessary. By calling job applicants first, you can get a decent impression on who they are, what their personality is like, and whether or not you’d like to hear more from them in person.
Your phone call can consist of very basic, introductory questions. Things like: Are you willing to relocate and/or travel to work in office? When would you be willing to come in for an interview? What is the earliest you can start if hired? Getting these questions out of the way on the phone will allow you to have more of a personal interview in person should you permit it.
Screening candidates through a phone call first will save you a lot of time and stress in the hiring process and help you focus on only the best applicants.
While there are so many best practices for hiring that you can follow as an employer, starting with just these three can really elevate the process for you and make things run smoother at your company. Try implementing our tips for your hiring experience and see how you can rein in the best employees possible.
Remote work is becoming more and more common each year. With surveys reporting that the percentage of employees who have put in remote work hours is now hovering around 70%, it’s apparent that almost every company has employees that telecommute at least once a week. In this new office landscape, how can you ensure that your employees are staying engaged in their work?
So, you’ve listed a job offer and gotten back an amazing amount of responses from candidates. Great! But do you know how to quickly find the best fit for your position? In a sea of resumes, it can be tough to identify the winning candidate for your company.
When it comes to making the right hiring choice, the stakes are high. According to Forbes, the cost of onboarding an employee is about $240,000, and the true cost of a bad hire is at least 30% of that employee’s first-year earnings. Needless to say, it’s crucial to get it right on the first try.
You want to make sure to be on the lookout for the specific qualities that will assure a job seeker is a perfect match for the position in question. With that in mind, here are a few techniques you can use to find the best candidate to fill your job vacancy.
Many job candidates will apply to your position, but only a few will go the extra mile to make their application stand out. This can tell a lot about a candidate initially, like how they view the importance of this job position.
Pay close attention to resumes, cover letters, and email patterns. You want to look for personal touches and extra effort in any of these areas. For the resume, is it personalized? Did they go to the trouble of providing a cover letter, even if it wasn’t requested? Was the content of the cover letter interesting? Does its story stand out above the rest?
Take note of an applicant who reaches out directly to your company during the job seeking process. A candidate that sends out a follow up email or reaches out via phone can indicate they’re invested in the position they’ve applied for.
You can easily weed out the less committed candidates by adding in a special requirement into your job posting. For example, you can include a note at the end of your posting directing your applicants to perform a specific task. Whether it’s including a specific word in their application or emailing you with a specialized subject line, this will show you who really pays attention and who is just looking to check off another job application.
Another great way to check out the quality of your candidates is to analyze their provided references. It’s important you use them as a highly valuable source of intel on your potential new employee.
But what questions should you ask? While it’s nice to know surface level information about your candidate, you need to make sure you know exactly what their work ethic is like. Ask questions that you could only get from the help of a reference.
Some great topics to ask about include: work performance, personality type (serious or laid-back), workspace appearance (was it clean or disorganized?), and anything else pertaining to the hiring process. Just make sure your questions are within legal rights.
Using references will help your company figure out whether or not a candidate is a good fit for the environment of your office. If you’re looking for someone to match the energy you’ve already created, references are a great resource to aid with your decision-making.
Looking to find out how your candidate does under pressure? Give them a problem to solve.
Choosing a candidate with excellent problem-solving skills is a plus for any company. You want someone who is able to think outside the box, come up with a creative answer, and make it a fast process. It also shows you their ability to think under pressure.
You can make this a part of your application process. Include a section in your job listing for a written answer and produce a hypothetical problem for them to solve. Create a problem based on the challenges faced in the position and have them come up with a solution in under 1,000 words. Giving them a limit will also add to the challenge.
You can also incorporate a problem-solving question into your interview. Asking candidates questions like this shows you their ability to think on the fly. A good candidate will be able to use past experience to formulate a solution that works for your company.
There are, of course, many criteria to judge your candidates by, but these are a few that will get you started on the right track. With these in mind, your company can move forward and hire someone that will be a perfect fit for the position.
Hiring a new employee and introducing them to your team can be an exciting task. You’re eager to see how your new found job hire performs with the rest of the bunch, but your new hire is bound to arrive with a few questions before they begin.
If you’re one to make snap hiring decisions based on what a candidate is wearing, you’re not alone. As many as 60% of recruiters consider inappropriate dress to be a deal-breaker in an interview. However, there’s more to the issue of interview attire than meets the eye. Let’s take a look at how expectations of dress can shape the hiring process.
Chances are you’ve seen your share of slobs at interviews; after all, 75% of recruiters have met with candidates that weren’t dressed up to their standards, according to Jobvite’s 2017 report. Most recruiters will judge based on a candidate’s attire, and not for nothing; outlandish choices in dress can indicate poor judgment or a lack of professionalism.
No one would fault you for saying no to the candidate that showed up in slippers and smeared mascara. However, adhering too strictly to an arbitrary set of standards could mean shooting yourself in the foot when it comes to selecting qualified candidates.
There are a lot of reasons a candidate may not reach your exact expectations when it comes to dress, from financial to situational (after all, everyone has bad days). If specific attire is important, consider communicating your expectations to the candidate prior to the interview. That way you can judge based on their response to your instructions, rather than what may be their own incorrect assumptions about your company’s culture. Also, think about the importance of this candidate conforming to a certain dress code; if the position requires or allows working remotely, will that nose-ring really matter in the long run?
When it comes to interviews, what you wear matters, too. The last thing you want to be a decision-making factor for your interviewee is the way you, and by extension, the company, presents itself. You could be scaring off candidates with your own fashion statements, so make sure your style choices reflect that of the company culture so that you can attract a candidate who will be a great fit.
If your company requires casual business attire you may know it’s not the right move to come to work in gym shorts, but the pendulum can swing the other way, as well. If your company has a casual dress code, but you decide to wear a 3-piece suit to interview candidates, those potential hires may not get the right impression about the culture. You could be saying goodbye to the right fit for the wrong reasons; after all, the option of casual dress is not an unimportant one when it comes to attracting candidates – 38% of recruiters say it is a factor in applicants’ decision to accept a job.
It’s important to keep in mind that choices in attire may not necessarily be an expression of a candidate’s individual personality. Religion, gender identity, or even disability may dictate the way a candidate dresses. For instance, a candidate on the autism spectrum may need to avoid certain garments based on a negative reaction to the tactile sensation. Sometimes, a non-traditional dress style may emerge from necessity.
When bringing circumstances like this into consideration you must then face the question, how important is it for you to stick to your guns when it comes to dress code? Keep in mind that many types of dress choices are unlikely to impact the performance of a candidate on the job, but your judgment may have ramifications. In addition to the potential legal issues, you could be dismissing a highly qualified candidate based on superficial reasons that are beyond the candidate’s control.
So, next time you want to make a snap decision based on a candidate’s attire, take time to consider their other attributes – and be mindful of your own presentation as well! Make certain you’re not losing a great hire simply because of something as frivolous as fashion.