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How to Improve Your Hiring Process

Hiring bright, new talent is an essential task for any successful company. HR professionals know that finding good employees is more complicated than placing ads, reviewing resumes and conducting interviews.

Here are some ways your company can help to improve their hiring process.

  • Brand – Building a strong employer brand can help attract candidates that may not be actively looking for jobs, but are open to new, better opportunities. Some reports show that nearly 75 percent of people classify themselves as “passive candidates,” which means they fall into this category. Additionally, if employers respond to reviews, this gives potential employees a better impression of them, making them more apt to want to apply.
  • Take Action – The best candidates are only on the market fewer than 10 days, which means that if someone applies for a position and they’re perfect for the job, don’t drag your feet. Take action and make them an offer! If you’re still processing data in your application process, update the qualified candidate often, so you remain on their radar.
  • Job Descriptions – Having a well-written job description is key to attracting qualified candidates. Traditionally, employers have taken the Demands-Abilities ad approach, but the new wave of applicants prefers the Needs-Supplies job listing, which focuses on what companies can do for candidates.
  • Go Digital – Embrace the latest social media trends and go digital when it comes to checking on candidates. Be aware that you have to be very careful when doing this, but sometimes social media profiles can offer information about candidates, such as if they bad mouth their previous employer, if they are accurately portraying their skill set, etc. Just be careful not to discriminate based on information you may view or uncover while looking through social media profiles.
  • Personality – You may only be looking at people’s skill set, and while that is important, skills are teachable. However, someone having a good personality and willingness to learn are very valuable traits. Personality traits align with daily tasks. For example, employees with empathy may be better in the healthcare or social services fields than working as computer programmers or tax attorneys. Keep this in mind when interviewing candidates.
  • Interviews – Instead of only focusing on the traditional interview skills, employers are better off broadening their scope and looking for potential red flags. When interviewing, look for other skills, such as emotional intelligence, coachability, motivation and temperament.
  • Reviews – Online reviews can make or break your company, and the same is true when good applicants are looking at your company for employment. If your company has a bad, negative reputation, you won’t attract the best and brightest talent.

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