Let’s just say it: hiring is not easy. There is a tremendous amount of work that is involved to ensure you are making the right selection for your organization. In fact, that’s why many of our clients come to us to do full-cycle recruiting and recruitment process improvement audits. I’ll let you in on a few of my secrets that will equip you with an effective and efficient process going forward, and ultimately help you achieve successful hires for years to come.
Secrets to Avoid Common Hiring Problems
Do you have an Applicant Tracking System (ATS) that generates a diverse applicant pool?
I have worked with many clients that are looking for ways to improve their hiring process and the first thing I always ask is, “Which ATS system are you currently using?”. An ATS system can help you broadcast to multiple job boards and social media sites with an easy click of a button. There are several out there that can be tailored to fit the needs and size of your organization, but just be sure to do your homework to get the right one for you!
Are you asking the right pre-screening and interviewing questions?
If your organization has high volume recruitment, creating pre-screen questions that are built into the online application process can help narrow down that funnel of qualified applicants. Ask questions that are specific to the job you are posting (i.e. “Do you currently hold a Series 6 License?” or “Do you have your SPHR/PHR?” or “Can you work evenings and weekends?”) By asking these questions before calling the candidate for the initial phone screen, you can save yourself a lot of time.
Do your hiring managers have a list of standard and consistent interview questions?
Be sure to educate your managers on best practices when it comes to interviewing. Hold a training every quarter or twice a year so that they can have a refresher course on the “do’s and don’ts” of what to ask versus what not to ask in an interview. This is also a time when you can update your managers on any new employment laws or changes that have occurred that could impact them – especially if your organization needs to be OFCCP compliant.
How many managers are involved in your interviewing process?
We all know and understand that hiring managers are extremely busy and as recruiters, it’s our job to make the process as quick and effective as possible. Know who the key interviewers are and have the candidate interview with the individual who will be their direct supervisor and/or final decision maker. Additionally, have them interview with the team during the same day if possible so they can observe the work environment and get true feel for the culture. By prolonging the interviewing process and/or having too many cooks in the kitchen, you could potentially lose that all-star candidate; good people are hard to find and get snatched up quickly!
Are you checking references and keeping the candidate ‘warm’?
Most employers are only able to provide dates of employment, title, and salary verification. If the candidate provides the names of direct supervisors on their application, ask them to reach out to these individuals to inform them you will be contacting them. Usually this is a good indicator based on the response time of the reference; typically he/she will gladly get back to you as quickly as possible. Also, be sure to keep the candidate in the loop every step of the way, even if it’s just a quick email giving them a status update every few days.
Lastly, don’t forget to make sure the candidate has a transparent roadmap of what the position entails and key skills needed to be successful in the role. You don’t want your rockstar hire to start and then immediately become disappointed or frustrated that their new job wasn’t what they were expecting, and have to begin the process over again. In summary, try to create a clear formalized approach to your hiring process and keep fluid communication on all sides. In the end, this can save you tons of time, help narrow down that pool of viable candidates and keep your managers and team happy as well.