Your team can make a huge difference on the success of your business. So if your hiring process isn't bringing you the best possible candidates, it's probably time to rethink it. These 10 insights can help you improve your hiring process, and perhaps ultimately, your business team.
1. Focus on writing the best description.
If you want to attract the best candidates, having a job posting that specifically states what you are looking for can help.
Being vague or using generic-sounding statements can work against attracting great candidates. Instead, consider making a list of the exact qualities you're looking for in a candidate and outlining very clearly how you want people to apply so you don't leave them guessing about the best way to approach the opportunity.
2. Use social media as part of your hiring process.
Candidates want to work for companies that offer dynamic workplace environments and embrace exciting new trends and technologies. Social media can be a great way to make your business appeal to potential candidates. And the better your business comes across online, the more likely you are to convince the very best people to apply for any open positions. Plus, social media can be a great tool for learning more about potential candidates once they start the process of applying.
3. Make candidates show attention to detail.
When you create a job posting, you may get plenty of responses rolling in. That can potentially get overwhelming and could even be a waste of time and resources. But you can cut out some of that time by including really specific instructions within your job posting.
Even something simple like telling them to use a certain subject line for their email can quickly tell you which candidates were paying attention and actually read through the job posting. Then you don't have to worry about wading through the emails of the people who didn't follow instructions.
4. Do prior research.
Once you get some applicants, but before you start on the time-consuming interview process, you can do some research about your top candidates so that you don't waste time interviewing those who don't appear to be a good fit.
If you can easily find social media posts or other information online about candidates that show they aren't a good fit, then there's no point in spending the time to bring them in for an interview. In addition, you might also find some information about candidates that could make them stand out in a good way.
5. Ask unconventional interview questions.
During the actual interview process, you can ask all the standard questions like those about work history and strengths and weaknesses. But you can potentially learn even more about candidates by asking questions they aren't expecting.
You can still ask about things that are actually relevant. But if you can ask a few things that aren't on the standard list of interview questions, like what candidates might do in a specific situation, you can potentially get a better idea of their personality and how well they think on their feet.
6. Ask for examples.
In addition, even when you do ask standard questions, it's important to dig deeper into their responses, since many job applicants may have canned answers to standard questions.
For example, when someone gives you a few of their strengths during the interview process, you could ask them about a time when they used those strengths in a professional environment.
7. Focus on skills over experience.
Experience is important in many different fields. But you may not want it to be the only thing that matters. If you have to choose between a candidate who has 10 years of experience working in the field and one who only has a couple years of experience but has all the right skills, is a fast learner and meshes well with your company culture, you don't necessarily have to go with the candidate with more experience. Skills and the ability to work well within your team can prove to be much more important over time.
8. Consider the candidate's personality.
While it shouldn't be your only determining factor, a candidate's personality can also make a big difference when it comes to how effective they can be for your company. You may want to consider hiring people who are going to work well with the rest of your team, especially if you want to foster a collaborative workplace environment. Consider keeping that in mind during the hiring process, and ask questions that are going to give you an idea of how each candidate might work within your team.
9. Find out what they expect from you.
Hiring isn't a one-way street. If you want your new hires to be as effective as possible, gain an understanding from them about what they expect and what will help them be an effective team member.
During the interview and hiring process, consider giving them an opportunity to share their thoughts and ask you questions as well. Opening those channels of communication can be a great way to set the tone for a positive working relationship early on.
10. Consider a trial period.
When you're hiring new team members, you don't necessarily have to make it permanent right from the start. Hiring interns or seasonal employees can actually be a great way to get an idea of how candidates work and how they fit in with your team.
If you're happy with their performance after that period of time, you can offer them a more permanent position. And if you aren't, then you can move on and try out someone new for another season.
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