Hiring new talent is an inevitable and critical part of being a business leader, and it’s more complicated than just reviewing applications and interviewing candidates.
If your hiring process does not run smoothly, it could deter possible candidates. Here are some tips to build and improve your hiring process:
• Follow up with job candidates: Candidates should follow-up after submitting their applications. Eager applicants are more likely to be passionate and driven, which are qualities to highlight while reviewing submissions. Employers should be looking for employees who want the job, and candidates who follow-up demonstrate their enthusiasm for the opportunity, if you receive follow-up emails, make sure you respond to them with information regarding the hiring process. Communicate a timeline and keep them updated on any changes.
• Write better job descriptions: If you’re not careful, the way your job posting is written can deter candidates. Many companies write descriptions with lists of responsibilities and requirements, but a study by researchers shows that this can push away qualified employees, Focus on what your company can do for potential employees, and you’ll attract candidates who better fit your needs.
• Embrace digital trends and social media: Most people want to work for companies that keep up with the latest tech trends. Part of embracing the digital age means using public social media profiles for candidate research. Like most employers, you’ll probably do a standard background check on applicants, but the candidate’s social media profiles can offer more details about the individual as a person and an employee, for better or for worse. While it’s legally risky to allow a candidate’s social media activity to factor into your hiring decisions, it can give you a better picture of someone you’re interested in hiring.
• Fit the personality to the job: Although the right skill set may seem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot. You should also consider how a candidate’s personality traits align with the daily job tasks. For instance, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer.
• Ask the right questions: When you’ve found a candidate you’re interested in interviewing, it’s crucial to plan out and ask the right questions at the right times. It’s often a good idea to consider more than one round of interviews. The types of questions you ask should also shift as you move a candidate from the first interview to the second. When hiring good employees, the first interview is all about getting to know the candidate. What is their background? How do they see their world? What are their strengths and weaknesses? What value will they add as an employee? If you like what you see and hear, invite them back for a second interview to ask some more hard-hitting, in-depth questions. This ensures that you don’t waste time asking overly specific questions with the wrong candidates in the first interview. Additionally, a future 2nd interview gives you the opportunity to really get to know your candidate and what makes them tick.