Project staffing can sometimes feel similar to fortune telling. You have to predict which applicant will perform best in a role without seeing their skills in action. Unless you actually do have a crystal ball, this can be a nerve-wracking process. Sure, someone may look great on paper, but who’s to say whether they can actually follow through on their potential after you’ve hired them.
If they can’t, you may be in trouble. Disappointing hires can have substantial financial impacts on a company. According to survey results from Careerbuilder.com, 41 percent of respondents reported that poor hiring decisions lost them $25,000 per year. These losses may feel especially bitter because they often prevent companies from hiring newer, more qualified candidates.
So how do you avoid this fate and ensure your company’s continued prosperity? You just have to reconsider the way you look for workers. Most hiring managers have satisfactory recruitment plans that still have a few holes in them. These suggestions can help you close those gaps so you can take the guesswork out of your hunt for the right job candidate.
Talent Acquisition Should Be a Constant Priority
Recruitment shouldn’t be a stop-start process. The best job candidates aren’t just going to pop out of the woodwork when you happen to start hiring again. Your efforts can’t stop after you’ve found the right fit for one position. Instead, you need to keep seeking potential hires at all times. This reduces the pressure to settle for a subpar applicant and allows you to take greater control over your process.
Most talent acquisition strategies revolve around this principle. These plans feature near-constant sourcing efforts, which help hiring managers locate workers who can grow with a company. This strategy ultimately leads to lower training costs and almost non-existent replacement expenses.
Make Your Expectations Clear in Job Postings
How are candidates supposed to know what you’re looking for if you can’t articulate it? When companies create a job posting, they usually focus on outlining the necessary qualifications for a role. In doing so, they neglect other important factors that can help attract better candidates. What attitude should the right applicant have? How much output do managers expect? What are the projects like?
You can’t divulge too much without compromising your company’s intellectual property, but you still need to give job candidates more than just a list of requirements. They want to know what your company is like, so tell them. You’ll probably attract more enthusiastic, passionate candidates as a result.
Portray Your Company’s Most Exciting Aspects
No one wants to work for a boring company, yet job postings and interviews usually portray companies in the most mundane way possible. Why would anyone want to work for an organization where the hiring manager can’t even get excited about what they do?
You have to make great applicants see the benefits of your company. Just as they’re competing against other candidates for a job at your business, you’re also competing with other organizations to win their talents. Show these professionals how you would make them happy and they’ll be more likely to sign with you.
Work with an Experienced Recruiting Firm
Sometimes, you just can’t handle every hiring expectation at once. If you’re strapped for time or money and can’t find the right personnel, seek out a recruiting firm. These agencies can put you in touch with hundreds of qualified job candidates who are sure to do great work for you. Best of all, they can reduce your hiring costs and help you find new staff members faster.
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