When was the last time you reviewed your hiring process with a fine-tooth comb? In today’s tight labor market, you’ll need to make sure you’re on top of your hiring game. Here are four tips to help you improve your hiring process and find the top talent you’ve been searching for.
Focus on What Matters
It’s tempting to put a long list of qualifications in the job description. But job seekers today have a lot of options, and too many qualifications could cause them to move on. Instead, cut the list to what truly matters. You’ll attract more potential new hires and, importantly, the ones you find will likely be more qualified for the role.
Use a Staffing Firm for Direct Hire
Using a staffing agency for hiring can greatly reduce the time and expense of finding great talent for your team. Direct hire services allow you to outsource the hiring process while providing access to a large number of active and passive candidates. Staffing agencies that provide direct hire services use a large number of tools and technologies to seek out and engage candidates. They provide screening, recruiting, a proven process, and concise communications between both the candidate and clients.
Reduce Unnecessary Delays in the Hiring Process
Many job hunters will drop out of a hiring process that drags on and on. It’s reasonable to do an initial screening followed by a final interview, but if your hiring process has five or six stages, it’s probably too long. Keep candidates moving through the rounds, and update them on their progress at each stage.
Minimize Hiring Bias
Gendered language in job descriptions. Unconscious assumptions based on zip code. It’s all too easy to discourage or reject applicants based on bias in the hiring process. To make sure you’re attracting and hiring the best candidates, take active steps to reduce bias. This can include everything from rewriting your job descriptions to using blind hiring software that strips identifying information out of resumes.
The time for cat and mouse games during the hiring process is over. List a salary range in the job description. Tell candidates when you are no longer considering them for the role. Provide an honest list of job duties and expectations. Discuss benefits and perks upfront. Talk about your company’s values. Let candidates know what a typical day is like. Some companies put up videos on social media. Others have a list of talking points for interviews. Exactly what you do is not nearly as important as the fact that you are being honest with candidates from day one.
Ready to hire?
If you need new light industrial team members in Illinois, Indiana, or Wisconsin, learn how SURESTAFF can help.