Back to Basics Recruiting

[Updated from a previous CB&D Blog “4 Recruiting Tips You Should Know”]. In business, there’s always the need to have ‘the right people in the right job at the right time.’ This is especially challenging in today’s recruiting climate. Finding the best talent for your company is not just a challenge, but it is also a tremendous opportunity to contribute to your company’s growth. With advances in technology, artificial intelligence, and the need to streamline the hiring process, don’t lose site of the very basic components of recruiting. Here are tips to remember.

Create the Ultimate Interview Experience

The interview is the first experience a candidate will have with your organization. For starters, you want your organization to maintain a positive reputation within your industry especially since this is a candidate driven job market. When done correctly, candidates see that your organization cares for its people as well as its potential employees. This is a powerful message to get across. This will also show your candidate how important a welcoming office culture is to your company. If you implement the ultimate interview experience, even candidates who are not selected will have great things to say about your company. Regardless of pay or benefits, if you fail to treat a candidate with the same respect as you would an employee, you’re harming your company’s reputation. To ensure you are providing a quality candidate interview experience, review this checklist:

• Provide an accurate description of the job before the interview

• Be on time

• Be prepared and avoid distractions and interruptions

• Provide a proper introduction

• Allow time for feedback

• Thank the candidate for their time

• Provide next step information

Consider In-House Candidates

Often times in business, we automatically start a search looking for the ideal external candidate. When looking for someone to fill an open position, first seriously consider any in-house potentials. This is a great way to provide an opportunity for promotion to your current employees. Plus, no one knows the goals and needs of your business better than your employees. Allow employees the chance to interview for the position. Be strategic in this process as it may provide the ideal developmental opportunity for an internal to “stretch” into the role with proper support and training. Considering an internal candidate provides career pathing and also boosts company morale.

Require Relevant Assessments

Although you can use a resume to view a candidate’s skills, why not put them to the test? Have your candidates complete relevant tests or assessments before an interview. If you want to be certain your candidate has the necessary skills, ask them to complete the assessment at your office or online. Tests could be written or verbal. Be sure you provide clear instructions and indicate time expectations. There are a number of assessments currently used as a part of the employment process. Predictive Index (PI) is one example but do the research to ensure these fits into your hiring process.

Value Time

Lastly, value the applicant’s time. The recruitment process is a lengthy one. During the hiring process, check your emails or applicant tracking system for applications daily. You don’t’ want to take too long to let an applicant know you are interested. You also don’t want to wait too long to inform an applicant if you have selected another candidate.

Remember that competition for the best candidates is intense especially when unemployment rates are low. Every company has the same goal, to recruit the best talent available. Set yourself apart from your competition by following these recruiting tips. If you have any recruiting needs or help assessing your current hiring process, contact us today.