How to Hire Quality Candidates for Your Organization
Hiring the perfect candidate can, at first, seem like a daunting task. There are countless variables to consider and a competitive market makes the process even more challenging. That said, finding the right candidate doesn't have to be a stressful process. In fact, it can be exciting to add a fresh perspective to your team.
Luckily we have formulated a list of key factors that you can use to better streamline this process, and find that perfect candidate with ease. Read on to learn how you can attract the best candidates for your organization.
Leverage Your Benefits
One of the most important factors for attracting top talent is a competitive benefits package. Employees desire generous benefits packages now more than ever before. These can include low-cost health plans, generous PTO offerings, HSA matching, and child-care reimbursements.
Another benefit that has become increasingly desirable during the pandemic era is remote work. From an employee perspective, remote work has had a positive impact on work-life balance by helping to eliminate costs associated with commuting such as paid parking and gasoline. In addition, employees now have access to many aspects of their home life that were not previously available. This includes child care and even pet care, both of which can be a heavy monetary burden on employees.
While not every organization will have the means to provide unlimited PTO or remote work options, it remains crucial that these organizations maintain strategies that are focused on providing attractive benefits to capture the attention of top talent.
Focus on Retention
Strong retention rates are crucial when developing a strategy to entice top talent. You can maintain recruitment strategies, build great benefits packages, and even offer remote work opportunities, but if you find yourself replacing employees multiple times every year, then these factors won't matter.
Creating a positive company culture and devoting resources to employee satisfaction are both important factors for maintaining strong retention rates. This is because high turnover often indicates a larger problem internally. Employees need to feel comfortable in their work environment. If you are constantly replacing employees, then you will never be able to fully realize the potential of your new hires.
Before bringing on new talent, focus energy and attention on your current teams. Gauge their satisfaction and build out a strategy set on reducing turnover.
One way to gauge a candidate's compatibility with your organization is by having them complete an assessment. You can offer this assessment at any point, though it is recommended to include it as a part of the application process or following a first phone interview. An assessment can give you a quick indication of whether or not a candidate is a good fit for your team.
There is really no limitation on what type of assessment you choose to offer. An assessment can take the form of a survey with simple questions to determine a candidate's expectations for a position, or it can be a personality assessment such as the StrengthsFinder, Enneagram, Myers-Briggs, or DISC assessment. It can even be a skills test to assess a candidate’s capabilities to perform specific functions competently.
One real-world example of a pre-hire assessment is the Amazon Work assessment. This test uses work-related questions to gauge logical reasoning, decision-making skills, and personality traits all under one test. The assessment can be tricky and is intended to ensure a candidate possesses the foundational skills Amazon believes are necessary to be successful in their organization.
Create Compelling Job Descriptions
Many job-seeking candidates will be sifting through countless job postings each day. To stand out from the crowd, write a job description that showcases the unique qualities of your organization and available roles. Be sure to include as much detail as possible. Here are a few key factors to consider:
When first drafting your description, be sure to specify the nature of the working environment somewhere at the top. If you are offering hybrid or remote options, it will benefit you to let your candidates know right away.
The first section should note who you are as a company as well as your values. This should be clear and concise.
Next, include a brief description of the job. Note what kind of position this is and how the ideal new hire will be able to impact the team. This should give candidates a good understanding of what they will be doing daily and how they can make an impact using their skills.
This next section should go into the specifics of what is required for the job. What are the qualifications that you are looking for? What kind of employee will thrive in this position? What are the expectations daily for the specified role? Include the typical working hours, especially if weekends or travel are required. Be both specific and concise.
The final section should dictate the specific benefits of the job. Do you offer health insurance? What about a 401k? Do you match the 401k? Do you offer parental leave? Many candidates make decisions based on certain benefits, so list them all no matter how small.
Once you have completed the description, feel free to include other specifics, such as the home office location, the amenities provided in the office, or even the name of the CEO or hiring manager.
Lastly, consider researching competitors and include points that will allow you to stand out from their job postings.
Make Interviews Both Engaging and Challenging
Interviews are an opportunity for you to better understand a candidate and vice versa. Unless it is a third or fourth-round interview, this is still your opportunity to make a good first impression.
Be sure to welcome the interviewee when entering the office. If it is an in-person interview, then remember to offer them water or coffee when they first arrive. When beginning the interview, it is a good idea to offer up an ice breaker. Interviews can be stressful, so, beginning with a simple topic such as how their day is going can help break the tension and seamlessly shift toward a more serious conversation with the candidate.
When getting into the specifics of the interview, remember to offer up questions that not only provide you with insight but also allow the candidate an opportunity to think through their answer. Offering up challenging interview questions can be a great way to see a more natural version of the candidate. When a candidate answers a question, probe deeper by asking additional questions based on their responses.
Encourage candidates to ask you questions as well, or provide any feedback on exactly what they are seeking in their next position. Engaging questions will help provide all parties with a clear understanding of what to expect moving forward.
Seek Out Diversity
An important aspect of any business is the ability to maintain multiple perspectives. When writing job descriptions it is important to express this to potential candidates. When looking to make changes, adapt, and find new ways of achieving success, diversity is crucial.
Consider including a message that encourages people of all backgrounds to apply. The more perspective your organization has, the more likely you are to excel as an organization.
Here is an example of IBM utilizing this approach:
“IBM is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.”
New ideas and creative solutions are born from a diversity of thought, and employees who come from different backgrounds can offer these unique perspectives for your organization.
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