Arguably, business success and company growth are impacted most by the effectiveness of a hiring process. Organizations can lose so much money if turnover is high or seats are left empty, considering the average hiring cycle lasts 41 days. So, a company should focus on streamlining the hiring process if they want to experience success, and it should start with these 4 implementations.
Optimize Job Descriptions
Reading the job description is one of a candidate’s first experiences with your company. Therefore, if you want to attract the right candidate, this document needs to be optimized for that persona.
Ensure the title is clear and written in a way that candidates would search for. In the copy, clarity comes by identifying job responsibilities and expectations to help weed out the wrong candidates and reel in the right ones.
Know which job boards and social media sites will expand your reach appropriately, and evaluate these measurements as you go.
Anyone can look good on paper, but that’s only one part of a candidate’s story. You first need to figure out what your screening process will look like. Then, determine how to automate parts of the screening process where possible. For example, a candidate can take an online survey to evaluate their skill sets and experience you need. They can also answer specific questions regarding company culture. By setting up stopgaps prior to an interview, you don’t waste time scheduling and going through interviews with candidates who aren’t a proper fit.
Prepare for a Quality Interview Process
There should be a universal blueprint for conducting interviews and evaluating potential candidates. First, each candidate should receive the same questions. Then, as you dig deeper, go through the job description, and pose questions in a way that focuses on the key skills and responsibilities of the opening. Consistency is important, but it’s also ok to ask a variety of different follow-up questions depending on the candidate and the flow of the conversation.
What should you avoid as the interviewer? You first need to start by knowing which questions you can’t ask legally. It’s a waste of time if you ask these types of questions, and it might be a turn-off to a strong candidate.
Write down a list of red flags you need to be on the lookout for. For example, someone might be a great candidate on paper, but if they come in with an attitude that doesn’t fit a company culture, they aren’t a good option to consider.
With robust screening processes and interview preparation practices, you are going to get the cream of the crop for candidates. However, if you’re only hiring for a single role, you will have to let go of quality candidates. A good place to start is sending a professional rejection letter to whoever isn’t chosen for the position. You never know what seats you will need to fill down the road and which of these candidates might be a good fit.
Also, you might feel like you have a good handle on the hiring process, but it’s helpful to hear what it’s like on the other side of the table. It’s important to welcome feedback from candidates you interview. It leads to a better experience for everyone involved in the process.
Recruiting and hiring can be tedious, time-consuming, and expensive. However, if you streamline the process, you’ll be looking at a more effective, less costly experience. So, what’s the most challenging part of the hiring process? Join the conversation on LinkedIn and check out Responding to Inappropriate Interview Questions.