In today’s market, finding and keeping candidates interested in joining your company can be a struggle. If you’re in this position, put yourself in the shoes of the candidate and work to eliminate some of the hurdles that may be in their way. This blog will take a closer look at some candidate-driven recruitment ideas that you can implement today to improve your hiring process.
By offering a clearly-defined role, you can identify better candidates and hire people who are a good fit for your team in terms of experience and culture. Knowing what you need helps you find it faster.
But listing the correct job title is just the beginning. You need to develop a complete job description with clear guidelines that will set expectations of the company culture and the job itself. The more details you can offer, the more likely it is that you’ll attract the right type of person with the right skills. But remember, every “requirement” you put in your job description has the potential to narrow down the number of people who might apply for the position.
When you’re finished with the job description, a good way to measure if it accomplishes its purpose is to ask yourself – is this a job that I would want to apply for?
When hiring a new team member, always have team leaders involved in the process. No one knows what kind of employee is needed more than the team who will be working with the new hire. And while it is the job of recruiters and HR departments to find and hire talent, those on the team should support their efforts. This active mindset will ensure everyone plays a role in landing the right candidate.
With the national unemployment rate at the lowest it’s been in the last sixteen years, it is important to consider every person that comes through your door. This idea can be overwhelming as finding the right fit can sometimes feel like searching for a needle in a haystack. But the work is worth it. You might find a candidate that fits another open position, or they may be a good fit for a position you plan to open in the near future. Sometimes you even discover a candidate so strong, you need to create a new position just for them.
You know people and your staff knows people! Before engaging in a lengthy search, try streamlining the hiring process and consider people within your own network. If any of your employees are recent graduates, perhaps they know someone looking for a job. Or if you have friends in the industry, maybe they know someone who could make a good fit. Another way to use your network to your advantage is through social media. With compelling call to action, you’ll be amazed at how far a post can reach.
Still have questions about your hiring process? Contact your local branch to learn how we can help!