The hiring field has gone global, which is both a pro and con for employers like you looking for the best people to fill open positions. While a global market means you have access to more applicants, those candidates also have more job opportunities. In fields like tech, this can be challenging — you need to adjust your hiring process to attract top talent to your company.
It’s not just about getting them in the door, though. Retention is the key to profitability and productivity. Too much employee turnover is bad for your company’s culture — and profit.
So, how can you adjust your hiring processes to meet the needs of today’s ever-changing market? Consider implementing these opportunities to attract and keep strong employees on your team.
1. Revamp Your Job Descriptions
In the past, job descriptions were a basic explanation of the work required in a vacant position. But now, potential applicants have learned to read between the lines, looking for work in places where they’ll feel valued and safe.
To attract the best person for the job, your descriptions need to include unbiased language and an assurance that everyone, regardless of background, age, ethnicity, or other demographics, is welcome to apply as long as they have the skills to do the job. For more information on diversity hiring in your job descriptions and interview process, read this article by Obsidi®.
2. Rewrite Your Interview Process
When was the last time you revised the questions you ask interviewees? Who is on the interviewer team? Does anyone on the team truly understand the depth of knowledge and cultural fit required to do the job?
For entry-level positions, it’s easier to ask basic questions and search for skills like dependability, responsibility, and the knowledge necessary to do the job. However, when the work is more intricate, such as an IT or healthcare role, your interview team should include at least one person who knows the job requirements inside and out.
Scale your questions to include a mix of personality, critical thinking, work style, culture, and knowledge. Yes, they need to know how to do the work, but if they don’t fit in with the team, chances are they won’t stay long. Onboarding someone only to have them leave soon after they’re hired is an expensive use of resources and valuable time. With the right questions and a team of experts choosing the best candidate for the job, there’s a stronger chance (although no guarantee) that you’ll hire a good fit.
3. Ask For Recommendations
Word-of-mouth from current workers who have shown professionalism and skill is powerful. Before you send that updated position description to your typical job boards, contact your staff and ask for recommendations about anyone with similar traits.
When an employee recommends working for a company, it tells potential applicants that they like their job and those in the leadership roles. If the team member vouches for an applicant, it tells you they value their abilities and consider them an asset to the business.
4. Get Feedback From Your Team
Many hiring managers use assumptions and guesswork to run the hiring process. They assume their employees are satisfied and productive until something tells them otherwise. By then, it’s too late, and the damage to the company culture is done.
But when you’re a proactive leader in your company, you want to fix what’s broken and keep what works. Instead of trying to figure it out yourself, you can solicit feedback from your current and previous workers.
Create a survey — anonymous, if necessary — asking for suggestions for improving the hiring and retention process. Make sure the questions are simple and easy to answer quickly to show you recognize your team’s time is valuable. Leave room for more in-depth responses if anyone wants to explain their thoughts. If you use any of the suggestions or are intrigued by them, reach out to the respondents and give them credit.
5. Have a Candidate Pipeline
Are there positions in your company that are notoriously challenging to fill? Do you struggle to find qualified and available people to do certain jobs? If so, a candidate pipeline might be helpful.
Candidate pipelines are connections between vetted individuals with the skills to do jobs you may need to fill in the future and your company’s recruiters. The candidates might be unavailable, or you don’t need their services yet, but your recruiter stays in contact with them. This connection establishes a pool of warm leads to start with when you have a vacancy in an important position.
Because nurturing a full candidate pipeline takes resources, it’s usually reserved for top positions that require highly skilled individuals or in competitive fields like the tech industry. Making this part of your hiring process takes upfront time but can save substantial downtime and disruption when a vacancy in these crucial positions becomes available.
Conclusion
From job descriptions to onboarding and retention, the hiring process is full of nuances that matter. Revamping your current workflow can help ensure your company attracts and retains the best teams available, boosting morale and your bottom line.