Summary: Turn how you view recruiting to a sales and marketing activity to attract the best candidates and keep them coming to your organization.
The process that companies use to recruit and hire candidates may be their downfall. Every company wants to hire the best employees. They don’t want to hire employees that are not qualified enough for the position, are constant sources of problems, and constantly have to be replaced. Companies want employees that support the organization and can be relied upon to do the job and stick around for a long time.
Many companies complain of a lack of talented candidate to pick from to fill their open positions. They cry about “talent shortages” but the truth is not a lack of talented candidates but the recruitment process. The process as a whole is broken. There are ten things organizations can do to fix the recruitment process.
- Job ads
Jobs ads are too often filled with essential requirements that very few people actually match and that don’t necessarily affect how successful someone would be in the position. Fill the job ad description with an accurate depiction of the job’s responsibilities and role within the company. Consider what is actually required and what can easily be learned on the job. Forget about including every possible requirement because then you will limit the field applicants to be too narrow, missing out on motivated individuals that may lack one “requirement.” Focus your efforts on selling the position to potential candidates, attracting the best job-seekers, instead of worrying about finding someone that matches the requirements on paper.
- Actually read resumes
Relying on resume screening algorithms to find matching resumes misses handfuls of qualified individuals. Find a way to spend the time reading as many resumes as you can to find candidates worth interviewing. Perhaps you can use your resume screener on a basic level to screen resumes for essential traits like education level to narrow the results and then read the resulting resumes by hand. A program will never be able to put together a top team, only you can do that.
- Language in automatic responses
The language used in the automated replies to material received and other related circumstances is often unfriendly and noncommittal. Take the time to review their material for the basic requirements before sending a response. An example of a better response to an application received is, “We have received your application. It appears you have the right background for several of our job openings. We will be in touch later when we have been able to review your materials even further.”
- Loads of tasks before an interview
Assigning numerous tasks to a job applicant before actually making human contact with them is unfair. Directing them to take online tests, write essays, and other test-like tasks before you have made a personal effort to talk with them is a bad first introduction for applicants. Job applicants will gain the understanding that they do not matter at the company and will likely move on to a company that shows them they are valued and doesn’t require so much work without any guarantee of return. Send a friendly email thanking them for their application and great resume. Introduce more details about the job such as the pay range for the position to see if they are still open to it. Then direct them to complete additional assessments to determine if they are the right candidate for the job.
- Slow response to applications
Once you post a job listing and the applications starting rolling in, don’t let weeks go by before you respond to them. If it takes you two or three weeks before reaching out to the applicants, the best ones will have already moved on to other opportunities. Good recruiting relies on speediness since the best candidates will get swooped off the market quickly.
- Missing the mark during interviews
Interview times are a chance to welcome candidates before they become part of the company. Show them around the office so that they can get a feeling of where they will be working on a daily basis. Also make a point to answer the candidate’s questions first before drilling them with your questions. Companies that make the effort to invest in potential employees will see a return on that investment.
- Forget to use word of mouth
Using current employees, customers, and vendors are the perfect way to advertise job openings. Let them know about openings before posting for the whole world to see. Allowing for those that are already invested in the company to have the first chance at the position themselves or bringing on the best talent themselves will result in better candidates. Placing trust in your employees to be ambassadors for your brand will continue a strong workplace culture.
- Force candidates to impress you
While you want candidates to be impressive, you don’t want to put the entire task on to them. You also need to make the company look impressive if you want to keep the best candidates interested. If you don’t show off the company and put all the work on the candidate, they will go someplace that works to attract them instead of interviewing with a company that acts like they are too good for the candidate.
- Slow response after interviews
Once interviews are completed, don’t make a candidate wait weeks to hear back from you. Once you interview a candidate you will know immediately whether they are still in the running for the position or possibly another one or if the candidate is not the correct fit. After two or three days, contact the candidate to let them know where they stand. If you are not done with interviews yet, tell those that have interviewed the truth. When a candidate doesn’t hear feedback, especially after a week, they will assume they are out and will move on to another position.
- Don’t let candidates go completely
A smart company never completely says goodbye to good candidates. The fact is that you never know when you will have another job opening so it is good to have quality candidates lined up. Let the candidate know that you may have another position opening up soon. This approach also keeps the relationship friendly with the candidate so that even if they find something better, they will recommend their friends to your company.
See the following articles for more information: