Tips & Tactics | The Hiring Process

Are you having trouble finding talent at your company? Whether you are struggling to find, recruit, and ultimately hire talent or not, when was the last time that your company revisited and refined its recruiting process?

One of the things I’ve found to be commonplace amidst firms that struggle to hire, is that their process needs help! A strong hiring process should not only help improve the ability to hire a candidate, but also improve employee quality and retention.

The hiring process is a method that companies use from start to finish to bring an employee on board. This includes everything from the initial meeting at the company that determines the company needs to hire for a position through to the end when the person is finally hired and starts. Everything that happens in between those two points is a part of the hiring process. Often, we may think that the hiring process only begins once the first interview takes place and ends once the offer letter is signed, but this is not true. The hiring process includes every interaction between the company from the initial reach out, through to the end of the onboarding days of employment.

Some of the keys to a strong hiring process include:

1.??????A well-written job description that includes specifics of the company, the job, its requirements, and what the position can expect to do each day

2.??????Form a recruitment plan which can include internal referrals, advertising, hiring 3rd party recruiters (highly effective), and networking with local groups to find candidates

3.??????Who is the first person to reach out to the candidate? I’ve found that it is vitally important for every interaction between the company and the candidate to be a positive one. If the candidate begins to feel like they are nothing special and just interviewing to interview, they will go somewhere else. Make every interaction a positive one.

4.??????Schedule and set up interviews directly with the candidates by sending relevant dial-in, call-in, or office details. This will ensure they have the information, and if tech problems occur, they know whom to contact.

5.??????After interviews, be sure to send follow-ups to candidates that include the next steps and general takeaways from the interview.

6.??????When sending out offer letters, they should be complemented by benefits summaries. Both of these forms should be clear, concise, vibrant, and reflect the firm culture. I’ve seen benefits summaries as standard as a word document, and others that include diagrams, pictures of people smiling, and colors. Adding colors, pictures, and diagrams give a feeling of happiness, joy, and enthusiasm which is exactly how you want candidates to feel.

7.??????Follow through! After the offer letter is signed, a company must stay in contact with the candidate/employee and continue to assure them of their excitement for them to join the team. I’ve watched candidates change their minds because the company was slow to answer their follow-up questions after signing the offer letter. Don’t let this be you!

These keys to a strong hiring process may seem like a lot and a little over the top, but when it comes to hiring the best talent in a tight labor market, every little thing helps. It is very easy to miss out on a candidate at any point in the process simply because one of the above boxes wasn’t checked. In addition to these 7 keys, there are so much more.

Hiring is a lot like dating, and both sides of the equation need to like each other for it to come together. Being intentional about the hiring process is one of the best ways to leave no stone unturned.

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