The days of plowing through dozens, hundreds, or thousands of resumes to find the perfect match for your open requisition are over. If not, you may be doing it wrong. Instead of looking for the proverbial needle in a haystack, learn how to shortlist the few best candidates quickly.
One job searcher shared her personal experience with being called back as one of the final two candidates for a chief of staff position at a large corporation. In the final round of interviews, the candidates met the leadership to test out the chemistry. During that time, the candidate withdrew her application due to what she considered were incompatible personality issues. The question for recruiters is, how can these intangible factors be spotted during recruitment without investing so much time in a candidate that doesn't work out.
Building Transparency Into the Recruiting Process
Building transparency into the recruiting process is helpful to both candidates and the hiring organization. It can reveal similarities and differences that make some candidates stand out while others decide the position is not for them. Candidates, especially millennials and Generation Z job seekers, want more from their jobs than ever before. It's not enough to get a paycheck and benefits; now the culture has to appeal to them as well.
Other perks are emerging to sway candidates for key positions in today's tight labor market. While candidates look at the benefits a company has, they are also interested in having a job with great work-life balance. When organizations aren't honest about the number of hours employees are expected to work, they can expect high turnover and constant churn.
The biggest example of this is to be straightforward about any overtime or weekend hours required, such as at month-end, quarter-end, or during a big deployment or product rollout. These are things employers should tell candidates during the hiring phase.
Make Sure Your Recruitment Process Matches Your Brand Strategy
If your company makes skis or scuba diving equipment, not every candidate has to be an avid sports adventurer. However, there should be a test question or two that helps the employer gauge whether the interviewee is a good fit for the brand. Frankly, if someone can't relate to the products and services you produce, chances are they won't be that motivated after they get hired.
To this end, the employer should make sure that interviewers convey a positive and accurate image of the brand, one that leaves a candidate excited to share with friends and family and one they want to work for at the end of the interview.
Some Companies Treat Their Second Choice Candidates as Second Stringers
Any candidate that left a positive impression should be treated as a special guest. You never know when another position is going to open up and it's a good idea to keep tabs on your silver-medal finalists. These are the people that you can call back when other positions open up, so leaving a good impression is important on both sides of the table.
There has been a shift away from following orders to a current environment where most employees feel comfortable questioning the tasks they are given. People want to feel like they have a say in the work they do. Employers would do well to note the change. Being transparent about coworkers and the quirks of company culture can help a candidate decide if they would fit in with your existing employees. This can save a lot of hassle, time, and money so that candidates know exactly what they're getting into--and so do employers. If you're looking for the right people to hire, contact ICS! You'll love the feeling of getting quality candidates from a partner that actually cares about your success. Click below to get started!