Making your hiring process more palatable
Making your hiring process more palatable
It happens more often than we’d care to admit – scaring off perfectly qualified talent with a daunting, cumbersome and/or mechanical hiring process.
The number of rockstar professionals we may have lost in this way is certainly not a thought many of us would like to entertain. After all, they are the bread and butter of the staffing industry and our continued success depends on them.
So let’s take a look at the hiring process from start to finish and identify some ways we can prevent losing temporary workers before even hiring them.
Job ads must captivate
Typically, our first point of contact with a candidate is our job ad. But if the ad is not constructed carefully and engagingly, it is also often our last.
Sometimes we’re too eager to cram every possible keyword, buzzword, desired qualification and descriptor as possible into the advert in a misguided belief that we’re being as comprehensive as possible. However, this usually translates to an indigestible, unreadable, overwhelming wall of text. Or worse, it seems it was not even written by a human, but rather a data-scraping bot.
Certainly – and especially for a self-respecting, highly qualified professional – this can be an immediate turn-off, leading them to quickly click over to the next ad in queue.
Remember that writing crafty, interesting and compelling job adverts is very much an art in itself. You might even want to considering subbing this work out to a copywriter or another marketing expert in order to maximize results and minimize casualties.
Keep an open line of communication
With the influx of applications we often receive, it can be easy to forget that we’re currently in a job seeker’s market. They hold the upper hand here, and we must make great efforts to make them feel they’re not being taken for granted.
This means being in touch with them as soon as possible upon receiving their application. And we don’t mean simply sending out automated, generic receipt confirmations. We mean personal, unique emails acknowledging the receipt of their application, with an indication that the person writing the confirmation is a human that has given their application something of a glance.
Moreover, we must respect the interview dates and times we set. If an emergency arises and we absolutely have to make an adjustment, we should get in contact with the candidate, preferably by phone, at the earliest possible date to let them know. Remember, they have lives too, and if they feel as though that’s not being respected, we can fully expect them to disappear.
Keep the candidate posted
We’ve all experienced it ourselves at one point or another – that inevitable sense of anxiety and anticipation that proceeds the interview. Sometimes employers may have kept us waiting for a week, even months after the interview to inform us of their final decision. And all the while, we were in a constant state of uncertainty and perhaps even dread.
Perhaps we were able to cope with it because it was an employer’s market, or we knew our qualifications were still somewhat lacking. We were thankful just to have the prospect.
However, highly qualified candidates have plenty of options. They know the scope of their prospects. And they will not deal with this kind of delay. They will simply move on and apply for another position with another firm.
It is important to keep them updated after the interview. If the interval between then and the final decision is going to be more than a week, it’s vital you keep them updated and let them know where you stand with regard to making the final decision. This will keep them feeling valued, even though they’re not actually even part of the team yet, and dramatically reduce the prospect of them dropping out of the hiring process.
Be personable and build trust
Highly qualified candidates, though proud of their skills, also want to be acknowledged on a human level. Too often we focus on what they are capable of delivering for us while neglecting their own needs – both professionally and personally. By doing so, it’s very likely they will not accept the position when offered, opting for a place that is better able to accommodate them on every level. Therefore, build trust, get to know them and make them feel part of the family, both when interviewing them and offering the position
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