You have probably been following the same hiring process for years. Is it working? When was the last time you reviewed or changed your hiring process? Most likely you have not reviewed your hiring process for some time, and it potentially can be costing you top talent.
Just as you comb through hundreds of job candidates to look for the perfect hire, candidates are researching you and watching your every move during the hiring process. One slip or misstep and you could potentially lose the perfect candidate. Perhaps you need to take a step back and review your hiring process – here are the basics you should cover:
- With every new job opening, you should determine what is needed for that hire. A good checklist will help you in making sure you cover all the aspects of what you will need to acquire with this hire – skills, attitude, responsibilities, pay, etc. all must be known before you begin looking.
- Once you understand what is required, you can write a job description that covers the specifics. Remember that your job descriptions should be specific to that particular job and written to attract candidates.
- Determine where you will market your position – online boards, social media, or other networking avenues.
- Once you start receiving resumes, it is important to know when and how long you will conduct your interviews. Will you do them all in a couple of days, or spread them out over a week?
- Once interviews are complete, know your next steps – background checks, testing, etc.
- Know exactly how you will extend your offer to the perfect candidate. Will it be a combination of telephone and writing, or in-person?
While every hiring manager may have specific steps in completing their hiring process, it is important that you review them constantly and make adjustments as necessary. A smooth hiring process will make a happy employee, which leads to retention.
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A recent survey shared an interesting view from hiring managers about interviewing. They were asked to share some of the top reasons why job candidates do not get hired for a job they might be perfect for – the most common reason – they gave horrible answers during their interview.
You can practice and practice your interview answers, however, if you are not specific with your answers, you are wasting your time. Hiring managers today are looking for candidates that give them specifics and details when answering their interview questions. Here are a few tips to keep in mind when you go to your next interview:
- Most hiring managers are looking for candidates that communicate during their interview as if it were a conversation between two colleagues. Communication skills are extremely important in today’s business world, therefore, you must practice communicating effectively.
- The interviewer is looking for answers that show specifically why you can handle the job. For example, if they ask you how you handle stressful situations, it is best to give them more than, I handle stress well. Give them a specific example of how you handled a stressful situation.
- As more and more interviewers ask behavior questions, you must be prepared to give them information that will provide them with a deeper understanding of how you would handle the situation. Again, providing a detailed example of a similar situation is best.
Being clear and concise with your answers is always good practice, but learn to give more detailed examples. You do not need to provide every little detail, but giving them an example that will allow them to visualize and understand how you handle the situation is key.
Communication is the backbone for a good interview, and when you learn to be specific in your interview answers, you will shine above the rest of the candidates.
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In a recent survey, the number one complaint among job candidates of the hiring process – onboarding. In fact, many candidates have admitted that because of such a bad onboarding experience, they immediately start looking for other employment.
You spend countless hours making sure your hiring process is perfect, but do you consider the onboarding process? This process is critical to the retention of your new employee, and should be given just as much attention as the rest of your hiring process – maybe even more attention. Here are a few things you can do to avoid onboarding problems with your new hires:
- It is important that you have a well-documented process, and as soon as a position is posted, begin planning the onboarding for that position. This will give you the appropriate time to prepare. This may mean cleaning equipment, purchasing new equipment, etc. Do not wait until you have made the hire – it is too late then.
- Part of your process should include every department’s involvement with the new hire and the onboarding process in general. Make sure that every department understands their part, even if it is just an introduction to the team members in that department.
- Just as your hiring process is constantly evolving, so too should your onboarding process. Make sure that you follow-up with other recent hires for suggestions, and take those comments seriously.
- Many companies have found that by giving new hires time to adjust before starting, makes the onboarding easier. Allow new hires to visit before they start and walk through, know where to park, read any materials before starting, etc. This helps to lessen the stress of the first few days and weeks.
It is important not to overwhelm new hires their first few days or even first few weeks. Make sure that your onboarding process is solid and helps the employee transition comfortably. Not only will you have happy employees, but your retention rates will skyrocket.
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Congratulations! After all the hard work, you got an offer for the job of your dreams. But, what do you do now? Accept immediately in fear of losing the opportunity, take some time to weigh all the pros and cons, or tell your potential new employer you will have your lawyer look over the offer. How you handle your job offer is critical in the building of trust and the relationship with your new employer.
While it is exciting that you finally got the job offer, it is important to keep in mind that making a hasty decision on the offer can be detrimental to your career. It is important that you take the time necessary to consider all aspects of the offer. Here are a few tips to keep in mind when you receive your offer:
- When you receive the offer, immediately thank the hiring manager for the opportunity. It is important that you are honest and upfront with the hiring manager. Let them know you will look over the offer and discuss it with family. Be clear about the timeline of when they must have your answer.
- It is important to remember that most offers and agreements you will receive are drafted by the company’s legal department, and in most situations, are drafted to protect the company. Make sure you are clear in telling the hiring manager that you will discuss the offer with your lawyer.
- Did you have any negotiations during your interview or during the offer process? Make sure that any promises or negotiations you made are clearly stated in your offer. Do not wait until after you accept to bring up anything missing, most likely you will not get it then.
Receiving a job offer is an exciting time, but if not handled properly can leave you with a bad taste in your mouth. Make sure that you take the time to review the offer, and that everything you expected is clearly stated. Do not be afraid to ask for more clarification if needed.
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As technology and social media continue to become the center point of our lives, both in business and pleasure, it is important for hiring managers to understand the importance of social media checks. When you conduct background checks on your potential hires, a social media check should be included.
What should you look for when you do a social media check? While every business will look for different aspects of the job candidates posting habits, it is important to remember that although every employee is not in the spotlight for the company, they still represent the company.
Here are a few things to look for when you do a social media check:
- Posting habits of your candidates can reveal a lot about the person’s personality. Often, those that are vociferous posting on social media, are often outspoken in everything they do. Do you want an employee that will speak their mind, or someone that will accept the norm and speak up?
- It is sometimes difficult to tell in just one interview if a candidate has an addiction problem or has harassment issues. However, both of these, typically, can be seen via their social media posts.
- If you are looking for candidates that take an interest in their community and volunteer, their social media posts are another great way to determine their level of involvement.
Culture and making the right choice in your hire is important. While it is often hard to determine if a candidate will be a cultural fit, you can take out some of the guess work by checking their social media posts.
While these social media checks should not be the end all of your decision in hiring the candidate, they will give you a glimpse at the person you are considering hiring. Use the information you glean wisely, and remember to not cross the discrimination line.
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