Finding the right talent is a labor-intensive process despite the abundance of electronic job boards, social media platforms, and behavioral assessment tools available. Our mission is to provide businesses with consulting support and people skills to overcome recruitment challenges and drive long-term success.
While there’s no one-size-fits-all solution for recruiting, there are tangible steps that can significantly enhance your recruiting efforts.
Here are ten tips to improve your recruiting!
- Define the Position Clearly: Before posting a job, ensure a thorough understanding of the role’s responsibilities and required skills. Compile these into Key Accountabilities, prioritizing them based on importance and time commitment. Job benchmarking takes the guesswork out of finding someone who’s the right fit for your organization by providing an in-depth analysis of what the position requires to ensure the highest probability of candidate success.
- Research Job Board Options: Explore various job boards to find the most effective platform for your posting. While popular options like Monster.com and CareerBuilder.com exist, consider more targeted alternatives. Seek advice from industry colleagues, explore industry-specific LinkedIn groups, or use platforms like Indeed.com and ZipRecruiter.com strategically. When posting a position, keep the job description short and easy to read. Ensure your applications are mobile friendly since many candidates will complete them on their phones.
- Outsource Legwork if Needed: Whether enlisting the help of a colleague, intern, or consultant, leveraging others and their unique skills can help streamline your tasks. The labor market continues to be tight so simply posting a position online won’t get the desired results. Utilizing active sourcing approaches, networking, and getting current employees involved in sharing the job is important.
- Structure Your Screening: View every interaction with a candidate as part of the screening process. Assess responsiveness and communication skills, as these can be indicative of a candidate’s professionalism. If a candidate’s performance is underwhelming at any stage, consider it in the overall evaluation.
- Implement Behavioral Testing: Embrace behavioral testing as a crucial element in the recruitment process. Allocate one-third of the hiring decision to behavioral testing, emphasizing comprehensive assessments that align with Equal Employment Opportunity Commission standards.
- Use Behavioral Interview Questions: During face-to-face interviews, focus on behavioral questions to understand a candidate’s past performance. Questions like “tell me about a time when…” or “give me an example of how you…” provide insights into a candidate’s actions in previous roles.
- Employ Panel Interviews: Opt for group interviews involving at least two interviewers. This approach allows for collective observation, discussion, and comparison of candidate responses. It promotes a more comprehensive evaluation compared to individual one-on-one interviews.
- Plan Questions in Advance: When conducting group interviews, plan questions in advance and assign specific areas to different interviewers. Maintain consistency by asking the same behavioral questions to each candidate for fair comparisons.
- Avoid Bias: Guard against biases, both positive and negative, that may influence candidate evaluation. Stick to the job description and assess candidates solely based on the outlined requirements, avoiding personal preferences that may cloud judgment.
- Don’t Settle – Stay Excited: If unimpressed with the candidate pool, resist the urge to settle for the best among unqualified candidates. It’s crucial to remain excited about potential hires. If necessary, restart the search to secure the right fit, saving time and resources in the long run.
Remember, the hiring process is not just about filling a position, it’s about finding the right person who can contribute to the growth and success of your organization. So, stay focused and determined in your search, and don’t settle for anything less than the best fit.
If you’re looking for recruiting support for any or all parts of your business, we’d love to help. We are here to help you find the right talent to drive your business forward.
See a full list of our recruiting services here.
Get in touch to learn more about how we can support you. The Workplace Advisors can be reached at [email protected] or 877-660-6400.
