Hiring new candidates for a position in your company is a crucial and inevitable part of being a business leader. Keep in mind that it is more complex than just reviewing the candidate’s CVS and then conducting interviews. You will have several reviewing errors that will deter qualified candidates from being hired by you. Some of these mistakes include poorly written job descriptions and a lack of proper communication regarding the applications. But if you can use a proper hiring and onboarding process you will be on the right track for hiring the best available prospects. Here are some steps to improve the recruitment process.
1. Develop a strong employer brand:
According to reliable sources, most professionals are passive prospects that are not looking out for a job change. However, many of them are open to newer opportunities. If you have a strong employer brand, it will reduce employee turnover by more than 25%. It can even attract these passive prospects to your organization. Another survey indicated that almost 70% of job seekers will apply for a vacancy if the employer is actively managing the brand by responding to the reviews and updating the company profile.
2. Move efficiently and fast:
A reliable survey has reported that the better candidates always get off the market within 10 days. Therefore, it is necessary to move fast, especially when you are interested in some specific candidate. Sometimes, you may not have made a decision yet, but you have to keep on following up with an applicant. This is to discuss more details about the position vacant to make sure that you are on the radar with the candidate. Be sure to respond to their concerns or other queries immediately for keeping them updated about the hiring process. If you need outside help, you can outsource to agencies that offer international PEO services for assistance.
3. Write good job descriptions:
Several companies out there write their job descriptions with lists of requirements and responsibilities. However, a survey has indicated that this may alienate some qualified employees. Some of the Canadian and American researchers rewrote more than 50 job adverts to try and emphasize two approaches. First is the need-supply approach that concentrates on what an organization can do for the applicant. The second is the demand-capability approach that concentrates on what the business expects from the applicant. The needs-supplier job listings were rated higher by the people who responded to the ads.
4. Embrace social media and digital trends:
Most prospects are looking to work for an organization that is concurrent with the latest technology. One of the key elements of accepting the digital age is the use of public social media profiles for applicant research. Similar to most companies, you will conduct the usual background check on the applicants. But, remember, the social media profile of an applicant can provide a better picture of the candidate you are interested in hiring.
5. Have someone with the right personality for the job:
Having the right skill set is considered to be the most significant factor while deciding if an applicant is the right fit for a position. However, the fact is that skills may be learned but personality cannot be. At the time of the hiring process, take into account if the personality traits of a candidate align with the everyday tasks. For example, having a trait like empathy might be significant for a position of a social worker or a nurse. However, it may not be as important for the position of a computer programmer or a tax attorney.
Conclusion
It is a fact that many times, the failures displayed by the newer employees are a result of a flawed hiring process. This is because more job interviews concentrate on making sure that the new hires are technically competent. But you need to remember that other factors are equally important. For instance, emotional intelligence, coach-ability, motivation, and temperament are overlooked on many occasions.The key to a successful hiring process lies in improving the recruitment process, embracing technology and corporate alumni software, building your online reputation, and having a positive brand. You also need to improve the job descriptions for greater success.
About The Author
Freya is a Math teacher, Yoga enthusiast, and a beloved mother of three lovely daughters. She is always looking for ways to grow and help others around her thrive through self-learning, meditation, and physical fitness. When she is not teaching or spending time with her family, Freya regularly writes on topics related to self-improvement and women empowerment.