Perfecting the hiring process is about more than merely finding the right candidate — it should also be about saving valuable time and money for your company. According to research from Bersin by Deloitte, the cost to fill an open position has ballooned to $4,000 per employee — and nearly three-times that amount to train them. Talk about hiring right the first time!
Additionally, recruiters are bemoaning the fact that the time to find the right hire is increasing, too. While there may be no way around getting company decision-makers on board at the same time, there are steps you can take to enhance your hiring process and find the right candidates. Here’s how:
Write Better Job Descriptions
Think of your (hopefully) fine-tuned and detailed job descriptions as a first impression candidates will have about your company. Instead of merely listing a bunch of job duties and expectations as well as a boilerplate company description, think of your copy as a dynamic marketing tool to attract and land the best candidates.
Remember, many candidates, especially millennials, value a flexible work-life balance. In that vein, make sure to highlight the various flex options your company may offer to employees, including perks like extended time off and the ability to work remotely.
Solicit Referrals from Current Employees
Because current employees tend to be your strongest assets and cheerleaders, one best line of defense in landing a successful hire should include job candidate referrals. Trusting in the talent your current employees recommend is not only an easier way to find diamonds in the rough, but it could also save you time onboarding these potential new hires and finding the perfect fit.
According to JobVite.com, the average time it takes companies to review applications and hire a new employee takes 39 days for those who applied on an industry-related online job board and 45 days via an online career site. However, referral candidates move through the hiring process 55 percent faster, or a mere 29 days from submitting an application to being hired.
Your best bet to land new top-level employees? Use your own team members as a resource to help recruit new employees from their personal and professional networks. After all, no one truly understands different roles, company culture and who would make a good fit other than your own employees.
Offer Resources Up Front
The best hires are usually the ones who have done their homework and know how they can impact your company starting on Day 1. But because not everyone has the same tenacity to land a new job, provide prospective candidates with the resources and information they'll need to be prepared for the interview process. While recruiters and managers might think directing candidates to the company website will provide a good snapshot of the role, make sure they also have the right tools to succeed.
For example, if the job requires a valid driver's license to make deliveries or travel to different offices, be sure to direct candidates to online resources like Driving-Tests.org, which provides links to state-specific driver's manuals and practice exams. In fact, you might want to include these pertinent details in your online job descriptions so candidates can get a jump start on the process and come ready to work.
Look for Potential Red Flags
Now that your company has taken the steps to prepare candidates for the hiring process, make sure to be diligent about uncovering any potential red flags. For example, you may want to ask yourself and fellow decision-makers:
- Is this candidate engaged and prepared to interview?
- Do they understand the industry and how to work cohesively with a large, diverse team?
- Did the candidate show up promptly, look the part and put their best foot forward?
After all, it's this type of preparation that indicates whether candidates have put their best foot forward and are eager to learn.
Ask Preliminary Interview Questions
Applying for a job means putting forth some effort. Knowing that, you can easily weed out second-rate candidates who seemingly haven't given the job or your company much consideration; perhaps they only submitted a resume without a cover letter.
Instead of relying on this information to make a hiring decision, ask applicants to fill out a questionnaire that asks about their goals and how they've previously handled a difficult project or customer. At the end of the day, it's these types of questions that can move along the interview process, especially if the answers provided by the candidate show an unmatched level of interest and qualification for the role.
About Insightlink: Insightlink Communications is a leader in full service employee surveys and offers a range of employee survey products and services to fit their client's needs. With over 18 years of experience, Insightlink's reputation has been built on giving organizations the knowledge they need to create effective change using their acclaimed employee research, analytics, benchmarking and survey methodologies. Insightlink's expertise in data collection reporting and analytics takes the pressure off organizations that find data overwhelming and daunting creating reports that are digestible and understandable, simple and easy to understand for organizations of any size and experience level. For more information please contact Lynn Gore at 866-802-8095 ext 705 or visit our website here.
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