It's inevitable that you'll eventually need to hire new talent for your business. The importance of taking your time and doing a thorough job here is something that can't be stressed strongly enough. Implementing creative recruiting strategies, like the suggestion to use web conferencing for online interviews, will help you solicit the right candidates. It also makes the process faster, more consistent, and requires a lot less effort on your behalf.
Start off on the Right Foot
This process begins with deciding who you actually want to hire. Better Team reminds us that we actually have several great options here, including:
- Talking to your existing employees to see if they have any friends or colleagues who might want to work for your company
- Freelancers who are able to offer you the services you need while saving you money you'd waste on over-hiring
- Employees who did a good job and left under positive circumstances are sometimes worth rehiring
Once you've decided who you want to hire, you must also decide where you want to conduct your recruiting. There are actually several options here as well. These include:
- Job posting sites help you spread the word online (e.g. CareerBuilder, Monster, SimplyHired, Indeed, Glassdoor)
- Niche job boards that focus directly on the type of job you need employees for (e.g. GitHub Jobs for software developers, SalesHeads.com for sales) – there's one available for any position imaginable today
- Social media sites often have job boards of their own – especially Facebook and LinkedIn
- Associations established specifically for certain trades (e.g. Consumer Technology Association for computer “geeks”)
- Local colleges often have lists of recent graduates who are in search of a job
Before you start posting on any of these sites about your job openings, make sure you concentrate on writing a great job description. Business News Daily says this is important because if you're not careful here you could actually deter candidates. This is because The Wall Street Journal has found that job descriptions that contain a list of responsibilities and requirements are actually a turn off.
In The Wall Street Journal's study, researchers rewrote 56 job ads – one based on the Needs-Supplies approach (focusing on what the company can do for the candidate) and one based on the Demands-Abilities approach (focusing on what the company expects). About 990 candidates responded and of those responses those responding to the Demands-Abilities ads were found to be better candidates. The bottom line here is that you really should focus on what your company can do for candidates if you want the best talent pool to pull from. At the same time, you should also address what makes your job better than the one where they're already working.
Make Interviews as Great as Possible
Once you've found a pool of candidates it's your “job” to make their interviewing experience as great as possible. This is important because if your interview process is flawed, your new employees won't succeed either. One study by Leadership IQ interviewed 5,000 managers and found that 82% of them ignored red flags because they were too focused on other issues, didn't have enough time, or weren't confident in the process. So, instead of simply making sure that the candidates are “competent” you must also consider whether they're coachable, how emotionally intelligent they are, what their temperament is like, and if they're motivated.
Checking on these things is a matter of asking the right questions. Questions like “Who do you want to be in 10 years?” or “Why do you get up and go to work each day?” tell you a lot about your candidate, as well as their motivation. Once you've asked these questions, pay attention to the responses you receive and the questions they also ask you. Allowing prospective employees to interview you is a great way for you to also see what's important to them. Of course, you're also whittling down your potential candidates by allowing them to get answers that help them decide whether they want to continue pursuing a job at your company.
A lot of this is a matter of being open and honest, especially when you're dealing with millennials. They mostly want to find a job that offers them coaching. Offering them this is important because by 2030 they'll make up 75% of your workforce. Now is the time to start thinking ahead and strategizing so you can recruit them. Unlike what you may have heard, this is worth doing because they're driven to find a career – not just settle for a job.
Beyond the coaching environment, millennials are also interested in find the right type of office space. While the suit and tie culture of the past was a sign of power and seriousness, today millennials see it as a sign of stodginess instead. They also hate cubicles as they feel that these kill their creativity. These are just a few of the finer points you'll want to consider when you're ready to start attracting them.
Always Follow Up
Once you have the whole process outlined, you still need to remember that it doesn't end with the interview. It's important for them to follow up with you afterwards and for you to pay attention to who does so. This will tell you who's eager to work for you and show you their passion, drive, and motivation – qualities you were looking for in the hiring process to begin with. Don't let follow-up emails fall on “deaf ears” though. You need to respond to them with information about your hiring process and how you see it moving forward.
When your hiring process doesn't proceed in this fashion or it doesn't run smoothly overall, you'll have issues. One of the biggest issues being that you'll deter some of the talented candidates you're wishing to attract to your company. Fortunately, you don't have to worry about that happening today if you take some time to invest in creating a great process to begin with.