Hiring managers are the secret MVPs at nearly every organization. They seek out the most qualified candidates for every posting and pluck the best matches from the pack like they’re drawing a needle from a haystack. While these professionals make hiring look easy, their job is tricky and intricate. They have to sense how an employee will suit their company and which skills should take priority.
It takes time and practice to master the hiring process, but this is exactly what many hiring managers lack. Time limits and budgets constrain their abilities, while the cost of hiring an inadequate employee creates an added sense of urgency to their work. With so much to lose, how do they pull through and make the right decisions?
There’s no simple answer, but many managers maintain a set of best practices that help them achieve the best results. If you’re a hiring manager who’s struggling to find the best candidate for a job, these tips should alleviate some of the strain.
Professionals stress the importance of networking when they give advice to recent graduates, but managers can also heed the same advice; to be successful, they need to be proactive and seek out candidates even when they’re not hiring. If companies are like baseball teams, a hiring manager is like the general manager: they are constantly seeking out new talent to fill out the roster.
Seek out recommendations from colleagues and investigate prospects on social media platforms like LinkedIn. You can also attend job fairs and career nights at local universities to meet students who may be useful to your company in the future. If you’re always looking for potential hires to fill your pipeline, you’ll never be caught off guard by a sudden job opening.
Clearly Define Your Expectations in the Job Posting and in the Interview
Job descriptions are no longer a “what you see is what you get” proposition, especially at smaller companies with less staff. A new hire could be brought on for one purpose, but they may have to adopt more duties after a few months. If these duties involve skills that weren’t listed in the job posting, they may struggle with this transition.
Plan ahead for your job posting: anticipate the ways in which your company may change in the short and long term, and seek candidates with qualities that will allow them to thrive in these new environments. In the interview, make sure that candidates align with your organization’s outlook. If they’re enthusiastic about your goals, they’ll be a good fit.
Seek Out Candidates That Fit Your Culture
People spend at least 40 hours a week in their workplace. No one wants to spend that much time in an environment that doesn’t suit them. When an employee doesn’t connect with your office’s desired attitude, it often shows in their work. An unhappy or unsuitable employee may also demotivate other employees, creating a downward spiral that is hard to break.
You can’t just measure a prospective candidate’s intelligence or hard skills in an interview. You also need to look at a candidate’s demeanor, attitude, and communication skills to see if he or she will make for an enthusiastic participant in your company. Remember that your culture is also a selling point for other candidates, so invest in it by hiring properly.
Work with a Recruitment Company
Hiring managers are a resilient bunch, but sometimes they may be overwhelmed with the task of hiring or not know enough about the many different industries. Fast turnaround times or short-term requirements can make it even more difficult to find the right worker. Recruitment companies can provide support in these instances—they maintain databases of qualified professionals from many different industries. When in doubt, they’re the first one you should call.
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