Why Businesses are Overthinking the Hiring Process
Everyone in business understands how important it is to hire the right team. Whether you are in the software design or waste management industry, key personnel can make the difference between success and failure. How do you make the right choice? Most people use the interview process, but of course, there are other ways such as assigning candidates projects, testing at third-party employment verifiers, references, etc. The hiring process is a balance of how much effort you and the potential candidate will put in for the process.
Why “Perfect Hiring” Systems Fail
Many times, hiring managers believe that they can create the perfect system to get good employees. They have a thorough application, follow up testing, and a three-tiered interview system. When they put out the ad, they received ten candidates, and no one finished the test. Here is a quote from SHRM.org, the leader in Human Resource verification “Make the application process easy and tailored to passive job seekers.”
Lack Of Communication
The last hurdle in targeting passive job seekers is to convince them to apply for the job. To do so, consider making the application process easy to access and to complete. According to SHRM’s Recruiting Checklist for Quality Hires, the best performers are often passive job seekers who lack either the interest or the time in going through a cumbersome application process. Online applications that require excessive click-throughs or not designed for mobile access may discourage passive job seekers from completing the application.
Finally, if you get to the interview stage, there are a few things not to do when dealing with passive job seekers.
3 Reasons Businesses are Overthinking the Hiring Process
• Don’t question them as though they are active job seekers. Don’t ask “why should I hire you?” Questions may turn off passive job seekers.
• Don’t expect that they have conducted extensive research about your organization—remember, you came to them, they didn’t come to you.
• Don’t try to lure them with a similar job. Lure them with a job that offers additional responsibility or the opportunity to develop new skills and abilities. Out that third bullet.”
This is only one example, but understand the balance that needs to be played when hiring. When you don’t have enough candidates or qualified candidates, you need to adjust your hiring process to remove the obstacles. In this situation, the candidate is your customer, act accordingly.
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