Hiring is up, unemployment rates are close to an all-time low, your social media and job placement sites are buzzing with activity, yet you have not made a hire. What gives? And how can you get better hiring results without lowering your standards?
Hire Standard’s analysis of successful hiring manager habits shows that small changes can bring big rewards. Think of your recruiting process as a sprint, not a marathon, and you are likely to get and hold the interest of qualified candidates.
SIMPLIFY YOUR JOB DESCRIPTION: Hiring managers are approaching PDs using recession-era techniques when a “laundry list” of nice-to-have skills and qualities was the norm. Instead of refining your search, that lengthy list of pluses will extend your recruiting timetable. And (surprisingly), the candidates you attract will not be better than you would get with a more concise description.
RESPOND WITHIN 48 HOURS: Yes, we know this sounds like an unreachable goal, but you can do it when recruiting is your priority. Did you know that 76% of job respondents lose interest in your position after 48 hours? They move on to other things and figure you are not interested in them. Additionally, they may be answering your posting toward the end of their search and could already be taken by your competitor.
SCHEDULE INTERVIEWS PROMPTLY: Savvy hiring managers block off chunks of time for interviews BEFORE they have identified candidates, then fill in the slots. This ensures they will not miss out on the highly sought after candidate who is actively pursuing opportunities. Your HR department can be a partner in the screening process. However, hiring managers get the best results when they make their recruiting an HR priority, communicate that urgency clearly to the HR department, and insist on accountability. Resumes and candidate replies cannot get bogged down at the HR level if you want to secure high performing talent.
COMMIT TO A HIRING TIMETABLE: Decisive corporate leadership is the key to moving through this process, and well-crafted recruiting processes should be able to generate the results you seek within two weeks. When your process exceeds 30 days, your candidate pool becomes stale and your competitors have hired the best and the brightest in your field. Hiring managers should review recruiting activity weekly, and quickly re-examine any process that exceeds the timetable. Remember that you don’t need a “cast of thousands”…you need that one shining star, and he or she may be the first candidate you meet.
ENGAGE A RECRUITING PARTNER TO MAKE YOUR LIFE EASIER: Since 1989, Hire Standard has captured talent for leading companies like yours. Our proven, affordable process can reduce your hiring time and effort by 50 – 80% and exceed your expectations.
For more information, contact: firstname.lastname@example.org or 240.235.5065.