While employers may think they have a candidate in their sights who is the right match for the position and could excel in the organization, there may be flaws in their hiring processes.*
Overlooking key aspects of interviewing and assessing candidates could put your company at a financial risk if applicants are discovered to be the wrong fit, or worse, incompetent. This will require you have to wade through the talent pool yet again. You may have to pay two people to perform the same task to make up for one worker’s inability to do the job. This would result in double the pay for less productivity. Avoid additional costs by hiring the right people the first time.
Seven tips for hiring high-quality employees:
1. Create detailed job listings and post the opportunity
It’s not enough to simply copy and paste the position’s old job description to a website. It’s better for the listing to be detailed in conveying the job’s daily demands, necessary skills and the years of experience required. It would also be good to list the expected qualities of an ideal candidate.
An Inc. magazine contributor recommended employers think about the job listing as a marketing opportunity rather than simply a job description. Think about selecting an eye-catching job title because people are actively searching among a plethora of job listings. You want yours to stand out.
2. Source quality candidates
According to a LinkedIn survey of more than 4,000 global recruiters, Internet job boards are the leading source for new hires. In addition to typical job sites, hiring managers can also connect with candidates on social media sites, print ads in newspapers and at job fairs. Social media accounts for 38 percent of great hires, the LinkedIn survey found. When seeking candidates, you will have to go where the applicants are looking for listings.
3. Emphasize how the company’s product and service makes a real difference
New hires, especially in the millennial generation, are paying more attention to how companies impact their surrounding environment.
A Brookings Institute study found 63 percent of millennials want an employer who contributes to social or ethical causes similar to those they prioritized. To effectively reach out to these young workers, employers can highlight their community and social achievements. If their products and services directly or indirectly have a positive impact on the world, this too can be underscored.
4. Describe room for career or training opportunities
Employees want to know their place in the company as well as see clear room for growth. To convey this, employers can describe potential career and training opportunities for valued workers at the company. Staff tend to respond well to companies that encourage their professional development. Firms can highlight the career advancement of prior employees as well as training programs for workers who enhance their skill sets.
5. Highlight perks and work culture
When candidates apply at a company, they also want to know the workspace is a good fit for their personality and skills. To convey this, employers can discuss the work culture of the office, such as open door policies when it comes to suggestions. This can give candidates a sense of how the running of the company or its philosophy impacts on the atmosphere. Employers can also list the benefits candidates are seeking, such as matching contributions with retirement savings, health insurance, and bonuses.
6. Interview candidates based on fit
As it comes time to interview candidates, employers can pay attention to all aspects of how an applicant can fit in to the company. Employers can find out if the candidates have worked in a company with a similar culture. They can also focus on the capacity for the applicant to do the work required, which should be supported by their employment history. Hiring Managers can assess if candidates possess the skill set and necessary experience for success in the position.
7. Check references
Not checking references is a missed opportunity for employers to catch dishonest candidates before they become part of their workforce. According to a 2012 Career Builder survey, about 3 in 10 employers found job seekers had listed a fake reference on applications. The survey noted that applicants, also had references who thought poorly of them. The study revealed 62 percent of employers who followed up on references discovered they had negative observations regarding the candidate.
With 8 in 10 employers noting they review references, it would be wise for hiring managers to be thorough and perform background checks pertaining to the position.
*This article has been prepared for general information purposes only. The information presented is not legal, financial, tax or accounting advice, is not to be acted on as such, and is subject to change without notice. Credit approval is subject to LoanMe’s credit standards, and actual terms (including actual loan amount) may vary by applicant. LoanMe requires certain supporting documentation with each new application. If you have any questions regarding this, call us at 844-311–2274. California loans are made pursuant to LoanMe’s California Department of Business Oversight Finance Lenders Law License #603K061. LoanMe also offers loans in certain other states which may have higher minimum loan amounts. Copyright © 2015 LoanMe, Inc. All rights reserved.