Victory means focusing on long-term strategies and not just short-term tactics. Organizations must build a strong employment brand to attract and retain talents.
Hiring the right people empowers a company to bring its vision to fulfillment. A strong hiring process will help the organization win the competition for talents, and research into hiring practices that provide key lessons to attract and retain the right talents.
Hiring Practices for a Successful Organization
“… Hiring practices and tools are linked to an organization’s success … This is further proof of what HR professionals have long said: Success is based on finding the right people for the right jobs.”
– Scott Burton, Vice President of Staffing and Assessment Consulting for DDI
Want to hire employees who can contribute to success and profitable adding value to your company’s culture and team? The hiring process can possibly guarantee a good match and this can carry over to better employee retention past the recruitment process.
Typically employers hire by determining who would be a good candidate for the job. While the prospective supervisor will work with an HR professional to make sure both the organization and department perspectives and requirements are represented in the document.
Applicant Screening
Hiring managers arrange a screening committee to review applications, interview and evaluate candidates.
Evaluating Candidates
Evaluating candidates after an interview can offer a value that an interview cannot. Conducting a post-interview evaluation process can speed up the process of onboarding a qualified candidate, reducing the time and monetary cost of hiring.
Selection Criteria Used by Employers
Selection criteria help human resources understand positions-specific expectations. Because selection criteria focus on the outcome rather than the person, they also provide a fair and objective way to determine whether an applicant is a good fit for the positions and the organization. Here are some criteria employers use:
- Would the individual fit in with the colleagues in their department?
- Does the finalist have an appealing personality? Would we enjoy working with her?
- Does the candidate possess the skills necessary to excel in the job?
- Does the individual have the appropriate depth and type of prior experience?
- Does the candidate have the technical proficiency to get the job done?
- Does the applicant possess the licenses and/or certificates required for the job?
- Does the individual have the knowledge, expertise and information base to carry out the job effectively?
- Does the finalist have the required academic background?
- Does the candidate have a positive, “can-do” attitude?
- Does the applicant have a strong work ethic and a high energy level?
- Does the candidate have the confidence and experience to be a leader?
- Has the applicant proven that they have added value, made improvements and positively impacted the bottom line?
- Would the individual be a good team player?
- Can the finalist communicate clearly and effectively?
- Is the candidate a good long-term prospect to fill higher-level jobs?
- Is the applicant likely to stay in the position for a long enough period? Will she be happy in the role? Is she overqualified?
- Does the individual fit in with the corporate culture?
- Can the candidate cope with the pressures and stress of the job?
- How enthusiastic is the applicant about the job?
- Can the finalist innovate, think outside the box, and creatively meet challenges?
- Is the individual aware of their weaknesses, comfortable with constructive criticism and motivated to improve themselves?
Leaders view new employees as an investment and there are many employer mistakes that might discourage candidates from poorly-crafted job descriptions to lack of communication about the applications. There are a few steps that might ease the process and encourage only the best applicants.
Build a Strong Employer Brand
“If your Employer Brand is not authentic, top talent will see right through it.”
Building a strong employer brand reduces employee turnover but it also attracts passive candidates. It marks a business out as somewhere that people want to work, ensuring that current employees stay, and there’s a steady stream for new applicants.
Move as Quickly and Efficiently
It is important to act quickly, especially when interested in a specific applicant. Even you haven’t made a decision yet you should follow up with the candidate; discussing further details of the position and also responding to any questions or concerns right away to keep them updated.
Write better Job Descriptions
Writing poorly crafted job description ripples out to the recruiters trying to find candidates, and to the candidates themselves. A good job description should be concise, easy to read, and specific enough to allow our recruiters to vast their networks to find just the right fit. Here are the basics of good job descriptions.
- Format: make job post scannable. Job seekers hunt a job post and scan the details. Organizing key responsibilities with written text and bullet points is a good idea to separate sections with descriptive headers that allow potential applicants to scan the important facts as quickly and easily.
- Job Title: the title should accurately reflect the work the employee will perform.
- Key Responsibilities: the list of the essential functions of the position.
- Skills & Qualifications: list all the qualifications that are mandatory, along with those that are preferred. Qualifications should include skills, years of experience, certifications, licenses, education level, and necessary technical proficiencies.
- Location: be sure the correct address is on the job order.
Embrace Digital Trends and Social Media
People want to work for companies that keep up with the latest trends. Embracing the digital age using social media profiles for candidates’ research. Most employers do a standard background check on applicants, but the candidate’s social media profile can offer more details or information.
Fit the Personality to the Job
The most important factor is the personalities. The personality of a candidate has a relatively greater impact o the hiring decision.
Improve your Interview
The job interview process usually focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success – like coachability, emotional intelligence, temperament, and motivation. It is important to allow prospective employees to interview you.
Keep an eye on your Reviews
Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips and reviews from current and former employees from the organization.
The war for talents is a one-way relationship. Job applicants approach companies, rarely the other way around.
