You’ve created the perfect job description, researched the salary requirements, checked out your candidates on LinkedIn and now you’re ready to start the hiring process, right? Maybe not. These six tips will have a positive effect on your hiring practices and will leave your candidates and colleagues feeling involved, informed and respected along the way.
1. Use an employee’s departure to your advantage
When one of your employees leaves their job, use the departure as an opportunity to re-evaluate the role within the structure of your team. Instead of an immediate reaction to hire a “replacement,” maybe there’s a better move. Can you shift responsibilities within the group? Should you consider a more senior or junior person to fill the role? Is it time to promote someone from within? Do you need an interim solution like a contractor? Use the departure to your advantage, and be strategic with the hire. Carefully consider options – ultimately, this time investment will make for a better hire and a stronger department.
2. Build a strong recruiting team
The success of your hiring efforts relies in part, to the talent of your hiring team. When you have the right people involved, the recruiting process goes faster, is more efficient and results in finding better employees. Who should be on your recruiting team? Ideally, a blend of talent from all levels of the company. This mix gives candidates various outlooks and the opportunity to interact with a range of potential colleagues. Everyone offers a one-of-a-kind perspective.
3. Choreograph a solid interview
When having a variety of people conduct interviews, settle on the discussion points prior to each meeting. Make sure everyone is responsible for asking questions and sharing information unique to their area. You can also have multiple people interview the candidate together so they aren’t being asked to meet too long or too often. If in person, have a clean plan in place for where the employee goes at the end of each interview. Finally, be clear with the candidate about whom their point person is through the process.
4. Create a consistent message
Each person involved in the hiring process needs to be aligned. They should review and buy-in to the job description ahead of time, agree on the ideal candidate, know what each interviewer brings to the process and understand how their roles differ. An inconsistent message and process will add time, frustration and confusion to the hiring process and could be a turn-off to a great candidate. It’s worth it to take the time to meet and plan the details of the hiring process so each member of your hiring team is sharing the same message.
5. Be respectful to your candidates
First impressions make a difference. Remember, candidates are also considering how they may fit in with you and your team. Being respectful, friendly and professional from the start of the hiring process goes a long way. Try to avoid looking at your iWatch or glancing at your phone during the meeting, come well prepared by having reviewed the person’s resume and make sure you’re clear on the next steps for the candidate to guide them accordingly. By being respectful to your potential employee, you are selling your company as you go through the process. Even if they are not an ideal fit, you still get the benefit of having them say good things about your organization and the people who work there.
6. Follow up
The worst thing for any job candidate is to be left hanging. After going through the interview process, each applicant wants and deserves closure, “Am I in, am I out, did they like me?” When hiring managers don’t have the courtesy to get back to candidates, it reflects poorly on them and their company. “They ghosted me,” is not something you want your applicants to say. Be sure you know who on your hiring team is following up with the candidate, and make sure they are timely in their response.
Be strategic with what you need for the open position, build a strong hiring team with a consistent message and be respectful to your candidates. These steps will have a profound effect on your hiring process as well as your company’s reputation.
This article originally appeared on the blog of WinterWyman, our sister division and part of The Planet Group.
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