The highest functioning recruitment teams are ones who periodically assess their hiring process. When you assess your hiring process, you’re able to analyze your strategy and pinpoint areas that are working and areas that need to be worked on. Here are four things you can do right now to assess your hiring process.
1 | READ YOUR JOB DESCRIPTIONS
Read your own job descriptions and ads and then compare them to others. If they don’t jump out at you as a place you would want to work, it may not to the candidates either. Make your descriptions as clear as can be and try to convey a sense of the overall work mentality in the office. Think of it as marketing your organization to a potential client.
2 | MAKE SURE CANDIDATES FEEL VALUED
Be sure that candidates, whether successful or not, walk away from the recruiting experience feeling valued. To start, take a look at what people are saying about your organization on job sites. Nothing hurts a company’s desirability more than an angry review that spreads across the internet. Streamline wherever you can to maximize the seamless operation of recruitment practices to create a better candidate experience.
3 | STAY UP-TO-DATE WITH THE JOB MARKET
Is your team staying up to date with the job market? Get competitive. Research what opportunities candidates are looking for (again, see #1 above) and encourage your organization’s key decision makers to consider the value of adding non-traditional roles. Perhaps by offering flexible or freelance opportunities, they may be able to expand beyond the traditional candidate pool and find qualified candidates who may not be local but who may be able to still contribute significantly.
4 | LOOK AT HIRING CHALLENGES
Take a look at your most recent hiring challenges. If you are feeling as though you’re in a rut finding candidates, sift through your most recent stack of resumes and look for potential employees who perhaps don’t fit the mold, but who instead are redesigning the mold to fit their needs. While these candidates may be seen as potentially “difficult” because they want to do things their way, the fact is that some of these innovators may be the leaders of tomorrow. They may be worth considering if they’ve got the background and the track record to support their noncompliance with substantial means. If you want to find cutting edge employees, sometimes that means taking risks.
Esteban Gomez is a marketing consultant with interviewstream. He loves learning and has a passion for traveling, having visited many countries including China, Colombia, Italy, and Peru.