Does your Business Need to Revamp its Hiring Practices?
The recruiting world is constantly evolving – just look at the introduction of LinkedIn and other job boards in the hiring market. Due to this evolution, it’s important to keep up with the latest hiring trends and to rid your brand of outdated processes.
When hiring a future employee for your company, hiring managers should look at more than where a candidate attended college or what their GPA was. Using standardized hiring and recruiting practices within a business is vital to the quality of candidates that apply to specific positions. The process should include a position description, benchmarks for success and well as position profiles outlining what qualities and communication styles work best within the success benchmarks. This standardization will help brands communicate to candidates exactly what they are looking for in a new hire, hopefully empowering the correct people for the job to apply.
Standardization also empowers hiring managers to fairly evaluate all candidates based on skills and experiences rather than other, non-relevant factors. Creation of a standardized process can help to eliminate unqualified candidates’ applications, saving hiring managers’ time by reducing the time spent sifting through unnecessary applications.
Focusing on best practices rather than process standardization is just one of many blunders that companies tend to make when it comes to hiring. If your company is guilty of any of these four hiring practices, then you might need to revamp your hiring guidelines before you begin your next recruitment efforts. Read on to find out how these mistakes can be ruining your recruitment process and how to combat these blunders.
Mistakes Hiring Managers Should Stop Making:
- Not utilizing the Internet: When posting a job to an online platform, each job post, on average, gains 1,000 unique impressions. Of the individuals who were exposed to the job posting, 100 will complete the application. As seen, utilizing the Internet to announce new open positions allows a business owner to gain access to a greater pool of potential employees. Promoting open positions on social media sites like Facebook, Twitter and LinkedIn shows to your followers that your company is growing and these posts can easily be shared from person to person – hopefully increasing the number of preferred candidates in the pool in the process. Not only is social media a great tool to advertise open positions, but it can also be used as a way for recruiters to research potential candidates before or after the initial interview process. Trust us, you’d be surprised at what social media can tell you about a candidate.
- Relying heavily on resumes: Although asking for a resume is crucial when accepting candidates for an open position, it shouldn’t be the only thing recruiters are looking at when making the final decision. Just because somebody has a plethora of experience on paper doesn’t mean that he or she possesses all of these qualities in reality. In fact, ADP reports that an astounding 46 percent of job applicants falsify information on their resume to some extent. Because of this, it’s important to ask individuals situational questions in interviews to see how he or she solves problems. Similarly, in some instances, you can have candidates take skill assessment tests, such as computer knowledge quizzes or demonstrations, writing tests or basic math tests. Up to about 40 percent of companies use pre-hire assessments when contemplating who out of their pool of candidates to hire. These assessments can help to weed out the sub par candidates, saving hiring managers hours of time.
- Hiring process takes weeks or months: Especially in today’s day and age when everyone is constantly on-the-go, people tend to make decisions a lot faster than they did in the past. Many job seekers are in the need for prompt employment, so if businesses sit on making a hiring decision for extended periods of time, chances are that the candidates for the positions have lost interest or have found other jobs. It takes the average company between 24 hours to 2 weeks to hear from a company they interviewed at with their hiring decision, so it’s advised to hire candidates within this same time frame, or else your company’s dream candidate may have been lost to another company.
- Quick, 30-minute interviews: Can you really learn that much about an individual in 30 minutes? Maybe, but you most likely won’t be able to learn about their deeper passions, habits and behaviors that may affect how they will perform in a specific position. The average job interview lasts about 40 minutes, but holding an hour-long interview allows a small business owners to dive deeper into his or her exploration of a candidate’s skills, experiences and general disposition by allowing suitable time for situation-based questions to really get to know all of the different aspects of the candidate. When possible, it’s also wise to have more than one person meet with an applicant so that more than one opinion can weigh in on the final hiring decision. Multiple people may pick up on various different traits that may or may not work for your specific business.
Even if your company is guilty of just one of these blunders in its recruitment process, it’s time think about enhancing and changing your strategy. Once you do, you may be surprised with the quality and quantity of great candidates that your applications will welcome.
To learn more about how to revitalize your hiring practices, consider contacting an AdviCoach today at: http://www.advicoach.com/