In our first blog post of 2020, we presented five tips for more hiring success in the New Year.
Well, guess what? We’re back with more hiring tips for success!
And we’re not going to mess around with hyperbole or “dancing baloney” of any kind. Let’s get right down to business.
Below are five more tips for more hiring success in the New Year!
#1—Improve the candidate experience.
There are two things that you can do that will immediately improve the experience for candidates during the hiring process. First, you can respect their time. Second, you can respect the confidentiality of their job search.
If you do those two things, then you are well on your way to impressing top talent. (And you have to impress candidates before you can hire them.)
#2—“Sell” all aspects of both the job and the organization.
Speaking of impressing candidates, another way to do just that is by “selling” all of the positive aspects and attributes of the position that you’re trying to fill and also the organization. This includes company culture, the chance for ongoing skills development, and the opportunity for advancement in the form of raises and/or promotions.
#3—Contact previous applicants and candidates.
How many people have applied to work for your organization who were never hired, for whatever reason? How many of them were really good candidates?
Considering the shortage of qualified candidates in the marketplace, it would behoove you to conduct an audit of these individuals and then reach out to the appropriate ones. You never know where such communication might lead.
#4—Contact previous employees.
Sure, they left, but would you like to have them back? The answer is “Yes” if they were top performers and you were sad to see them go.
After all, as they say, “The grass isn’t always greener on the other side.” Perhaps they would like to come back, and all it would take for them to seriously consider it would be for you to reach out to them.
#5—Realize when the onboarding process actually begins.
The onboarding process does NOT begin when the candidate officially starts on their first day of work. Instead, it starts the moment that they accept your organization’s offer of employment.
Failure to recognize this fact can result in candidates simply disappearing and “ghosting” on their first day. This is happening with more frequency in the marketplace, and as long as this candidate-centric market exists, it will continue to happen.
Another tip is to align yourself with an experienced search consultant and recruiting agency that has a track record of success placing candidates like the ones you want to hire.
If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.
We also invite you to click HERE to find out even more about the many services that we offer to employers.