Your company boasts a strong, positive culture. Your employees are stellar performers. Your managers are true leaders, bringing each team to full strength. So why are the applicants showing up for that new position you posted not hitting—or getting even close—to the target? The answer could lie in your hiring process.
They Want What?!
The hiring process is not only one way of recruiting and elucidating the skills of applicants: it is a showcase of your firm’s culture and brand. In today’s highly-connected business environment, word travels quickly about hiring practices. If the potential employees applying for a position at your company don’t seem to come close to what you need, it’s time to examine the foundation of your hiring practices.
The job description is critical to attracting the attention of top performers—and it is often where companies fall short. Common problems include unreasonable demands for experience, skill sets of unlikely probability, and a demand for the “perfect” candidate. Does that Java programmer really need 10 years of experience, or is that number being included to indicate that your company won’t offer any training? Does the helpdesk rep really need to know Java, Fortran, Microsoft, and Linux to do his/her job? For job applicants, your job description and reputation form vital components of their image of your enterprise. Tighten up job descriptions with clear, concise skill sets, aiming for the most imperative to the position. Clearly-defined descriptions show that you know what you want—and that you respect your applicants’ time.
We Need What?!
Perhaps you have decided to harness the power of the internet to create a pool of star candidates. The amount of time needed to find the right candidate and the people actually performing the search can create a disruption in the flow of your work day. There’s really no such thing as multi-tasking: Pulling employees off their primary functions to search on Facebook, LinkedIn, or an employment site means your program is not being tested, a team is temporarily without a leader, or a client has to accept a revised deadline. The individual assigned to find the right candidate for a position typically doesn’t have sufficient training or experience to quickly discover great IT applicants. Since employees focus on performing their jobs, they might belong to one or two associations, but most likely won’t be connected to a broad range of corporations or industry leaders who can help them get the inside scoop on the best candidates.
Instrument of Torture, or “The Interview”
The interview is the initial conversation you have with a potential applicant about how they can make your company better. Unfortunately, some companies have been using the interview as a sort of “trial by fire”, introducing high-pressure situations, requiring unreasonable work samples, or asking questions that don’t focus on the position. These types of interviews always turn off great applicants: they already understand the value they bring, and will simply turn to other employers for the respect and benefits they desire. If you find that getting great applicants is a struggle, a review of your interview process is in order. Do you have distinct guidelines for the process? Do you structure the interview in a way that reflects the best in your corporate culture?
With a Little Help from My Friends
Since most companies struggle to efficiently hire the best people, bringing in an outside recruiter makes sense in terms of time, revenue, and reputation. As specialists, professional recruiters can identify your needs and quickly deliver applicants that meet your requirements. They’ll be honest with you about skill sets and can give you insight on industry trends. A recruiter assists your company in a number of other ways: for example, they help retain some privacy about hiring for a position, and they market the open position to serious applicants with whom they have already developed a relationship.
Need help with hiring? Resolute takes your hiring needs seriously, so please reach out to us when you are ready to find the best candidates for the position.