In today’s competitive job market, employers are facing unprecedented challenges. With the Baby Boomer generation retiring and the rise of remote work opportunities, finding qualified candidates has become increasingly difficult. To help employers navigate this landscape, we’ve gathered essential tips for improving the recruitment process. This list will outline key steps to ensure a successful hiring outcome.
The Job Post
- Short and sweet – do not post a job description! The posting needs to be short, less than 300 words to fit within a few thumb scrolls on a mobile screen. Employers must remember that the majority of job seekers will be using their mobile phones to search and apply for jobs.
- Share the salary – when able, always post the starting salary. These days, job seekers do not even bother to apply if the salary is not posted.
- The right platform – 9 times out of 10, an Engineer will not look for a job on Indeed. And visa vera, a restaurant server will not look for a job on LinkedIn. Know the candidate that you are trying to reach and select the right platform to post the position on.
- Spend the money – there is no such thing as a free job posting anymore (unless you make a flyer to post at your local grocery store). If you want to reach the right candidate who is qualified and interested, you will need to spend the money to ensure the job ad is seen. You must pay to play!
The Applicants
- Review applicants quickly – this is vital! A good candidate is a hot commodity and if you want to keep them interested you must start the connection as soon as possible.
- Make it personal – write a personalized note to connect with the candidate, use their name, highlight something on their resume, it does not have to be long or elaborate, just meaningful.
- No thank you’s – if you are not interested, send them a quick “thank you but no thank you” that you are pursuing other candidates whose skills and experience more closely fit the needs of the position.
The Interview
- Hold the space – be sure that an interview takes priority, block off the time and a specific location, free of distraction.
- Be prepared – give a full overview of the company and position. Ask appropriate (and legal) questions. Keep it focused on the position and the candidate’s experience.
- Be transparent as possible – paint the whole picture of the position, the good, the bad, and the ugly. The last thing you want is to “sell a lie” and have the candidate not work out within their first couple weeks because the job isn’t what they thought it would be.
- Respect their time – if the interview isn’t going in the right direction, find an appropriate way to end it. There is no point in wasting anyone’s time if they aren’t what their resume made them out to be. Additionally, do not give facility tours if you aren’t considering them for employment.
- Give the next steps – if you are considering them for employment, give a clear plan as to what the next steps will be.
The Offer/ Decline
- Check references – with the candidate’s permission, contact at least two professional references. Character references are great; however, they are almost always favorable to the candidate, hence it doesn’t matter as much.
- Offers – be prompt! Catch the candidate when they are excited. Do not wait to make an offer on a good candidate. They are likely interviewing other places, they could get multiple offers, therefore be quick!
- Time to think – give the candidate a maximum of two business days to respond to the offer. Why would they need more time, they likely had at least two interviews right?
- Declines – it is best practice to send a “no thank you” to all candidates but especially those who interviewed. They took time out of their busy lives to interview for your company so a thank you for their time and interest is the least you can do at the employer.
The takeaway and common thread through this process is communication and integrity. Give the recruit attention, communicate as often and much as you can with the candidates, and be open and honest. If you follow these guidelines, you are on the correct path to helping your organization find the right candidate for the position.
At Hubric Resources, we all take pride in being experienced Human Resources professionals and can help walk you through this process. We know that recruiting is not everyone’s favorite, but it is something we truly enjoy. We are here to assist your organization in navigating the most difficult recruits.
And don’t forget, once you have a candidate that accepts your offer of employment, the onboarding and orientation process begins. This process is extremely important to the recruitment process as it must be true to what was portrayed during the recruit, and to give the new hire a streamlined and pleasant experience. Check back for another blog on the onboarding and orientation process!