Best Hiring Practices For Your Business
By Tiffany V.
Published on 07/10/2023
KEY TAKEAWAYS
- Clearly communicate your company's unique identity and culture in job descriptions
- Conduct thorough interviews and involve team members to assess candidates' skills & personality
- To navigate common hiring challenges, tap into passive candidates
The job market is competitive. Hiring the right talent for your organization is essential for its success. There are many applicants and potential hires. Therefore, effective hiring practices must be used to segment out those matching your job criteria.
Since you're on this page-- you may be a hiring manager yourself. Let's explore some of the best hiring practices. These practices will help you streamline your recruitment strategy and build a high-performing team.
Hiring Practice Tips
1. Figure Out Your Company's Identity
What makes your company unique? Every business has a specific work culture and work environment.
In the job description be sure to include this information for them:
- What is your company?
- Why does your company do what it does?
- What is the work culture?
- Why would they want to join?
Think about who may apply to your job posting. Write why that specific person would want this position. Speak to them as if you were looking for a job. Why should the applicant be excited to apply?
2. Get To Know Your Client
During the interview process, there should be a specific strategy to focus on. The hiring process is about finding the right person for the job. You must also identify who they are and what they can offer to the company. You can do this by collaborating with your team to find the perfect fit.
- Schedule interviews to get an idea of who they are and their skill sets.
- Involve a team member in an interview -- especially one who will be working with this new hire.
- Have your hiring team prepared with interview questions.
- Have a Background Check
- Consider hybrid interviews: whichever is easier for your company!
Multiple interviews can allow your team to gather more information on the potential candidate. Figure out their personality & perspectives.
3. Don't Open Too Many Applications
Keep the job applications equal to what your business size and structure can handle. Take your time to open applications up in stacks so you don't get overwhelmed.
This can also allow you to take more time to get to know specific candidates. If you send out an influx of applications, you may open applications and forget them. Start small.
4. Realistic Goals & Screening Tests
In your job description, set realistic goals for your applicant. What will they expect to do at work?
You can easily filter out applicants early on to find an optimal fit by requiring screening tests. These tests double-check if the applicant reflects the skills you are looking for.
5. Perfect Fit In Your Existing Team
Searching for new candidates outside of your team may be tempting. However, it is often a good decision to look for candidates within the company. The perfect fit may already be within your organization.
Internal talent may be wandering and you may not even know it. Looking for talent that could fit your job requirements can also promote career growth and offer development opportunities. A win-win!
6. Use Your Connections
Remember to ask people you know and trust for referrals. Your connections could have the perfect candidate for the company.
7. Provide Feedback
Be sure to keep your candidates informed on the hiring process. Keep them in the loop with honest feedback and where they are in the hiring procedure. Don't leave them hanging!
8. Alluring Job Ads
Look over the first hiring practice mentioned: Figure Out Your Company's Identity. Include all information about your company. Explain why someone would be excited to join your company.
Include a salary! Stack Overflow data shows that job ads with salary receive 75% more clicks.
Utilize online job boards, professional networking platforms such as LinkedIn, and social media channels to advertise your job openings. Highlight key responsibilities, opportunities for growth, and unique aspects of your organization in job postings. Doing this will pique the interest of potential candidates.
9. Page Specific To Employment Opportunities/Career Page
Your website serves as a powerful tool for attracting potential candidates.
An employment opportunity page can serve as a centralized platform where candidates can easily access information about your open positions. This will increase visibility and promote your employer brand all on one page.
Struggles You May Face
Despite knowing the best hiring practices for your company, there are some common struggles that many of you may face along the way. Here are some potential roadblocks and how to overcome them.
1. Competition
You won't be the only one looking for the right candidate for your company. Other companies will be in the market searching as well. Talent pools can "dry up". This can make it difficult for companies to find the right people, especially if the talent pool is becoming small.
When this happens, adopt a proactive approach to attract and secure top talent:
- Tap into passive candidates who are looking for new opportunities
- Build a strong employer brand
- Foster employee referrals
- Attend job fairs & host career events
- Offer internships
2. Finding The Right Person Is Hard
Finding the right person can be challenging. However, it is essential to guarantee you have chosen the best person for the role. If you found the right person, you may not have found the best person for your position.
To solve this:
- Have a comprehensive selection process: screening/multiple interviews/specific qualifications.
- Focus on Long Term potential: look beyond immediate needs and consider a candidate's long-term potential in the organization. What is their capacity for growth & willingness to learn?
A candidate who might not have the ideal experience or skills may still be the best choice for your company's success. They could demonstrate the potential to excel in the role!
3. Cost To Hire
Costs to hire have increased over the years and have grown by 34% since 2009.
Some solutions to high expenses can be:
- Simplify your hiring process -- make it more efficient and time-effective.
- Embrace cost-effective hiring methods -- explore alternative recruitment methods
- Invest in employer branding -- this can attract candidates who are generally interested in working for your company. This reduces the need for advertising or recruitment agency fees.
4. Haven't Built A Recruiting Brand
A recruiting brand sets the values, traits, and characteristics of a company. This is your company's reputation. If your company does not have a good reputation with past employees, this will deter a potential candidate. Also, if people don't know about your company, how will they find it?
- Post pictures of your team events
- Highlight internal team reviews
- Promote the work culture of your company
5. People Hesitant To Change Jobs
- Another challenge would be that a lot of people may be hesitant to change their current job. They may be worried about losing specific benefits, not ready to move on, etc. To combat this, provide an attractive benefits package.
Interested In Joining Our Team?
We hope this blog has helped pave the way for a successful hiring process.
Speaking of; Interested in joining our team?
Our business offers:
- Collaborative & Supportive Culture
- Work-Life Balance
- Recognition & Rewards
- Growth Potential
- Engaging & Fun Events
- and Benefits!
If you're interested in joining our team, please visit our Employment Opportunity Page or our Indeed page for more information, to keep updated on open roles and what we offer.
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Updated Date: 11/23/2024
