Recruiting in Vancouver and BC is already tough and there is nothing more satisfying than recruiting a candidate whose skills fit the open position and also aligns with their company culture.
On the other side, that also means there is nothing more frustrating when employers get it wrong.
When companies make poor hiring decisions, they’re making costly mistakes. Not only does it impact their bottom line, it also affects their office productivity and employee morale.
While there is no guaranteed method for completely avoiding bad hires, there are ways to significantly reduce your risks of choosing the wrong candidate while ensuring you’re attracting the best candidates for your positions.
To help you get started, we’ve put together a list of five tips for improving your recruiting campaigns.
1. Sell your Company and Opportunity
Recruiting is about selling. In this case, the product you’re selling is your company. The job applicant is your sales lead. The interviews are the sales calls. Your job is to stir up enough interest among the desired job seekers so they consider your organization their first choice for employment.
How do top organizations go about maximizing candidate interest while conducting a formal, thorough analysis of the job seeker? Below, we’ve included some key insights that should help you properly close the deal.
1. Smart People Don’t Buy bad Products – If you’re not passionate about the job, don’t expect anyone else to be. In order to effectively sell a position to an intelligent, capable candidate, the opening must have some allure.
Before presenting the job to potential applicants, objectively look at the position. Ask yourself if you’d accept the job. If you wouldn’t, then reputable applicants are more than likely going to feel the same way.
2. Time is Money, Know What You Want – Before any sales representative can sell, they must choose their target market (a.k.a. their ideal customer). The same goes for selling a job. It’s recommended to list the desired traits, years of experience and skills the individual should have. This information should written out and included in the job description you write.
Remember, the more specific of a background a candidate has, the more a candidate is going to cost. In most instances, you’re not going to be able to sell a $38K job to someone who is realistically worth $100K. Make sure to factor in the likelihood that the individual would accept the position if given an offer.
If there is little to no demand for the position amongst your desired applicants, you are selling the wrong product to the wrong crowd and alterations need to be made.
3. Know What You’re Selling – Since you are selling a job, it’s imperative to know everything possible about the position. In order to organize these thoughts, it’s recommended you write out a thorough job description. The document should include a two or three paragraph description of your organization as well as highlight the duties of the job, your expectations and requirements (discussed above).
Also, it’s important that you layout the compensation package and report it on the description. Include intangibles such as retirement benefits, health benefits, vacation days and any other perks your firm may offer.
If you are unsure of the job market and don’t want to list a number that is too high or too low, simply put “Compensation: Depends on Experience (DOE).” Prior to meeting with you, each applicant should be send this document so they are well familiarized with the position. Essentially, think of a job description as your marketing brochure.
2.Write Accurate Job Listings
This may seem pretty basic, but it’s a step that often gets overlooked. Read over your current job postings to ensure you’re describing the job accurately and in a way that’s easy to read. A great job posting should describe what the job entails (a day in the life) and describe who would be successful in the role. Even slight changes, like listing key job responsibilities, can help improve your results.
3. Create a Painless Process for Applying
If your prospective candidates are forced to fill out several pages of information before even submitting a resume, there’s a good chance you’ll lose them before they apply. The candidates you’re looking for are highly-skilled, which means they probably have many other employment options to consider. If applying for your jobs is complicated or cumbersome, your best candidates may just give up and go elsewhere. Plus, once they’re gone there is little chance they’ll ever be back or recommend you to their peers. Your recruiting/hiring process is a reflection of your company. Make sure it shows that you’re sensitive to candidates’ needs.
4. Manage Relationships
There are many occasions where recruiters will come across a candidate who doesn’t fit the job opening but could be a great prospect for a job in the future. For candidates like this, create a system that helps you stay in touch. By keeping close communication with key prospects, you can help make sure your employer is the candidate’s first choice when looking to make a career change. Send your best candidates current openings and company announcements to help keep prospects engaged and interested in your company’s opportunities
5. Direct More Attention to Social Media
Take advantage of social platforms where job seekers already spend most of their time. LinkedIn, Facebook and Twitter are great tools to leverage when sourcing for candidates. If your company already operates a Facebook page, don’t forget to post job openings there! Even if your fans don’t identify with the position, providing a link will encourage them to share the job with someone who they know who may be a better fit.
Obviously, it’s difficult to avoid ever making a bad hire, but the goal is to minimize the frequency by taking the right steps to prevent it. Pay attention to your job descriptions, provide easy apply tools, nurture candidate relationships and invest in social platforms. Each step will help improve your candidate selection and ultimately your chances of landing that next great hire.