Hiring managers have relatively little room for error. When you’re tasked with finding, interviewing, and hiring the best workers for a given role, you have to be on your game. Even if you make all the right moves, a slip-up on someone else’s part can reflect badly on you. This creates a substantial amount of pressure, which can make it even more difficult to do your job right.
Thankfully, you’re not alone in this process. While the hiring process can be intimidating for both managers and prospective employees, there are steps you can take to ensure you find the right people. From the sourcing stage on, these tips will help your organization stand out so you can find and retain qualified, capable professionals.
The following four recommendations will help alleviate your stress and allow you to perform your duties better. Read on to find out how they can benefit your company.
1. Experience Isn’t Always the Most Important Criteria
Hiring managers tend to rely on experience as a barometer for a candidate’s suitability. After all, this trait is easily verified and it looks credible on a resume. But prospects’ success at one company doesn’t necessarily mean that they’ll thrive when they come to work for you.
When qualified professionals start working at a new organization, they can still disappoint in a number of ways. They may clash with the specific rules and standards that their new employer follows, or they may not fit in with the overall office culture. Either way, experience doesn’t necessarily guarantee a good fit. You need to examine other criteria when you consider hiring someone.
2. Consider Your Culture
Culture is much more important than you may think. You can book interviews with the top talent in your industry, but they’ll still walk away if your office culture isn’t up to snuff. Culture is an extension of your company, so if you want people to believe that their work will excite and fulfill them, your office needs to reflect that.
It’s important to remember that culture isn’t about having a cool office or a relaxed atmosphere. Companies with the best culture simply make their employees feel valued and included. Remember that you can leverage your own employees’ job satisfaction to recruit new workers. A referral from a happy worker is the best way to build a rapport with a potential candidate.
3. Talent Acquisition Should Be a Full-Time Concern
A hiring manager’s work is never done. Even if you’ve just hired the perfect candidate, you need to go back out and find the next one. That’s why talent acquisition has become so important in the last few years. It represents a more proactive approach to hiring so that a company is never left with a vacancy it can’t fill.
Essentially, you should maintain pools of prospective candidates at all times. That way, you’ll be prepared if to fill a position immediately if one opens up. You can scout potential applicants through LinkedIn, university job fairs, and more. A successful talent acquisition strategy reduces the length and cost of your job searches, which leads to greater efficiency.
4. Work with an Outside Recruiting Agency
Sometimes, you just can’t find the right candidate within a tight deadline. That doesn’t mean you have to settle for failure, though. Recruiting agencies can provide you with short or long-term employees depending on your specific needs. These firms maintain large databases full of qualified candidates, so you’re sure to find the perfect match no matter what your needs may be.
Latest posts by Shannon Telepanich
- How to Make Your Technical Recruitment More Efficient - June 16, 2017
- Hiring Engineers Shouldn’t Be as Difficult as Engineering - April 4, 2017
- 5 Interview Questions to Tell Good Job Candidates from Great Ones - April 3, 2017