Did you know?
80% of employee turnover is due to bad hiring.
60% of employers say that bad hire didn’t work well with their employees.
39% of businesses report a decrease in productivity due to a bad hire.
Having people who shouldn’t have been recruited, hired and trained means a big loss to the business.
Reason? Waste of money, effort, and time.
Much more than that, it is the impact on the team, their culture, and difficulty in getting rid of a bad hire.
Starting the process again thinking that this time it’s going to be a ‘good hire’, is a hope.
On the other hand, a good hire is a positive ROI. They often influence others for higher productivity, better work culture resulting in increased profitability. Of course, that’s a feather in your cap as you brought them in.
So, wouldn’t it be awesome if you had greater chances of getting a good hire for the job each and every time you posted an offer?
There are things that you can and should do to find the right person, for the right job and avoid the costs associated with high turnover and bad hires!
No need to panic, I have listed 9 easy tips below that will ‘Bring Your Best at Hiring’ in no time.
1. Get the job analysis done right at the first time
Process for a ‘good hire’ starts with correct job analysis. It is about collecting information about the role, responsibilities, and necessary skills. These are the essential. But at the same time, they are not the only things that make the job analysis.
The way this role fits in to the business, expected outcomes of this position, and the work environment of a job, are far valuable details that need to go in the job analysis.
The information from the job analysis is fundamental in developing the job description for filling the position, which assists you to plan your recruiting strategy for the right candidate.
Missing this critical information, could end up making a bad choice, resulting into employee discontent. That is why job analysis with reasonable diligence on all the essential details covered in it, sets the foundation for rest of the recruitment stages.
2. Write precise job description
While the ‘job analysis’ provides useful and all essential information of a job down to the core functions necessary to successfully perform the job, the ‘job description’ transforms it into a document with the right context, exact level of details that potential candidates can easily understand and let them sleep over the opportunity.
The job description needs to have clear objectives, requirements, and responsibilities, and at the same time, it needs to remain specific, straight-to-the-point, and unique.
If you think slightly differently, it’s a marketing collateral that is designed to reach out to potential candidates with an appealing content that covers what you’re looking for, and what is in it for the candidates.
You will now appreciate the fact that creating a great job description is almost impossible without or with incomplete job analysis. So, the tip is to consider ‘job description’ as your billboard that potential job market is watching and making their calls whether to go for it or not.
Make sure your job description also talks about your company beliefs, purpose, values, working methods, ethics, social engagement, the well-being of its employees, quality of customer service, and working environment. It’s important!
Sounds easier said than done? Well, the clue here is ask your marketing team to help you here or get a content writer to help you out. Believe me it’s money well spent.
3. Choose the right channel(s) to reach out to potential candidates
Please make a note – a great job description is not everything, it’s just the first step towards hiring the right candidate. The job description needs to go to the right place, so right people see it and you get right response to your posting. There are multiple platforms available, including
- social media channels,
- Job Sites,
- Talent Acquisition Platforms,
- Aggregators, and
- Referrals from current employees.
This is not an exhaustive list but just indicates that you need to choose the right channels.
The key is to understand the ‘candidate persona’ which tells you which channels prospective candidates use.
For example, you might not want to reach out to job sites for senior positions as they generally come through networking such as CXOs LinkedIn network.
4. Resume is just a gateway
A resume is a response from job market to your job description. It’s just the first touch point where the conversation begins.
Reviewing resumes itself is a skill which is about determining which applicants are best qualified for the position you are offering. This is what you get in the mouth of your recruiting funnel and you want to make sure, only right resumes go through the stem.
Three critical things that you would want to review –
- Is there a cover letter? If not, the resume could be a spam. If yes, review it to understand the genuineness of the candidate, her confidence, and excitement about the opportunity. It also gives you some level of an indication on the research or background work she has done before writing the cover letter. It may also give you some hints about the personality, which you could map with a company and team culture that you have figured out while carrying out the job analysis.
- Quite often than not, resumes are overwhelming information. It’s natural because the applicants don’t want to miss a chance by not giving enough details. You can quickly scan through the document to see it generally fits the open position. A sound application tracking system (ATS) can make this job easier with automated parsing, especially when you are dealing with a pile of resumes with lots of technical skill sets to review. Most ATS’ also rank the resumes by the job description by matching keywords. It’s the magic of automation and a great helping hand for a recruiter.
- There are a few human elements to review process, which is to read through carefully applicant’s employment history, career path chosen, any gaps in employment and frequency of changing jobs.
These steps and tips will help you review a resume efficiently and effectively and separate out a set of resumes that are suitable for the next steps in your recruitment funnel.
5. Pre-screening candidates are much more than just a process
Prescreening is quite an important hiring step because it saves the interviewing and selection committee time. Also, the candidate might look good on paper, but a prescreening interview will give you a chance to scrutinize the details through a 15-30 min phone call. This phone call takes you to the next level in hiring process by assessing if their qualifications are truly a fit with your job.
Additionally, there are certain details that candidates generally hesitate to write in their resumes or covering letter. In a prescreening interview, you can determine whether their salary expectations match with your job.
A tip here is telephone interview is a great way to check whether the candidate fits within your culture – or not. Incredibly important, right?
6. Right job interview questions matter
The job interview is the most critical and powerful factor in the entire hiring process. A lot depends on how the job interview goes. The purpose of interview questions is to help you pick the most suitable candidates from average candidates, that’s the key objective of entire hiring process. Job interview questions matter to employers and employees both.
Here are sample job interview questions –
- Tell me about yourself.
- What made you think of this position/company?
- Tell me about your strengths/weaknesses.
- What does your career path look like?
- Describe your ideal work environment.
Here is a tip on the interview questions –
It’s not just about the employer interviewing the candidate, but you are being interviewed too, because it’s for mutual benefit and engagement that needs to last long. Also, the sole purpose of the interview is to see what the best possibilities are of selecting a candidate and not to ask him unnecessary tough questions that may not matter much for the role and put the candidate off.
7. Don’t overlook background and reference checks
Remember job interview has certain limitation. It gives you an opportunity to assess the candidate by talking to her in person. However, there are certain things that need verification or your judgement made out of the job interview needs some supporting information, evidence in some cases, which is possible to achieve through background and reference checks only.
You would want to make sure that these background checks include references at work, especially former supervisors, educational credentials, employment references and actual jobs held, and criminal history. Other background checks when hiring an employee, such as credit history, may be related to the job for which you are hiring an employee.
8. Making a job offer is a key milestone
Yes, you are there! It’s time to make a job offer. However, before sending the official offer letter, it’s a nice way to email the candidate to set up a time to talk over the phone. The call is about expressing excitement about inviting them to join your team and present the terms of your offer, including salary, benefits, start date, etc.
If the candidate accepts your verbal offer, you want to send an official written letter. Your offer letter should cover everything you talked about during the phone call.
Importantly, please check or consult with a legal professional to review your offer letter before sending it out, if its required.
9. Candidate experience matters much than you could think of
There are quite a few examples where candidates changed their mind about a role or a company once they liked because of negative interview experience. Also, there are examples where candidates seemingly unsure about joining a company turned positive when they had a great experience throughout the recruiting process.
There are certain things that matter when it comes to candidate experience such as –
- Professionalism in recruiting impacts employer brand, and it affects both current and future talent acquisition efforts.
- You need to treat candidates as customers. If a candidate doesn’t feel good about how they’re engaged during the hiring process, then they may lose interest or enthusiasm about the opportunity.
- Hiring managers need to think beyond the transactional mindset of job, candidate and filling the role. It’s important to note that conversations and high-touch relationship help cultivate company culture through behavior and attitudes right at the early stage.
- Setting up clear communication is highly critical. For job candidates, the most frustrating piece in the hiring process is waiting for a response from the company. Clear communication can bridge this gap and elevate employer branding.
These are just a few tips about candidate experience but it’s quite interesting and important topic to discuss. I will be talking about Candidate Experience at a greater length in upcoming blogs, so please keep watching.
It’s all about exchanging experience and I presume you also have some tips to share with this recruiting world. Please leave your comment with your tips to help recruiting community.