In today’s day and age, candidates hold A LOT of power. If your hiring process is really outdated, it might be costing you talent you can’t afford to lose. To attract top candidates, review your hiring procedures to make sure you’re NOT doing these things. Consider that many of these practices collectively reflect the culture of your company. That culture is quickly felt by new applicants and candidates.
Being Vague
It’s great that you want a detail-oriented hard worker. But what does that mean? Top candidates will take one look and move on since they have no idea if they’re a good fit.
Revamp your job descriptions, ideally with the help of a manager in the relevant department, to focus on specifics – benefits, appreciation, career path, responsibilities. Did you list the technical requirements? What are the day-to-day duties? What outcomes are you looking for? Let job hunters know upfront what to expect. This will attract candidates who are a better match.
Tedious Applications
So many employers require a resume and ALSO require the exact same information to be restated on an application form. Some go even further. They might ask for the name of every school the applicant attended since kindergarten or every job they’ve held since they turned 16. Unless the role requires government security clearance, do you really need to know all that? Ask for a resume and a cover letter and call it a day. If you REALLY need to gather super-specific information, like whether a candidate holds a valid driver’s license or specific certifications, consider using a short form that asks only the most important questions.
Too Many Rounds of Interviews
It’s reasonable to start with a short phone screening, followed by a full interview. You might then send the top candidates to a final interview with the department head and/or other people in the direct chain of command. But some companies send candidates through a seemingly endless loop of interviews, possibly punctuated by partial work sessions.
Top candidates are in demand, and making them jump through too many hoops will send them to your competitors. Speed to hire is essential.
Leaving Candidates in the Dark
A good hiring manager makes cuts at every round until finally settling on just the right candidate for the position. But a great hiring manager keeps people apprised of their status, whether they are moving on or no longer under consideration. If there’s a delay, send out an email. To attract top talent, you need to develop a reputation for honest communication.
Being Inflexible
Today, companies are offering all sorts of flexible arrangements. Telecommuting, compressed workweeks, and unlimited PTO are among the top options. You may be limited in what you can provide based on company needs, but it’s to your benefit to offer as much flexibility as possible. Ensure you are using inclusive language ensuring candidates and employees you support and welcome a diverse workforce.
Handling Your Own Recruiting
HR teams are stretched thin these days. They’re trying to keep up with ever-changing regulations, manage employee concerns, and figure out budgets that have been torpedoed by the pandemic. Outsourcing your recruiting to a specialized agency that handles the direct hire, onsite, or temp staffing hiring, takes the pressure off, providing you with a fully vetted shortlist of well-qualified candidates.
Ready to hire?
If you need new light industrial team members in Illinois, Indiana, Texas, New Jersey, or Wisconsin, learn how SURESTAFF can help.
