Employer Resources

Employer Tips and Tricks


Ask candidates what they don’t want

  • This helps both you and the jobseeker in understanding the possibilities that could happen if they look at the opportunity in a different way.

Cut through the hype with personal questions

  • As great as it is to hear about the jobseeker’s accomplishments and awards, it can begin to seem fake and impersonal.
  • As a Hiring Authority, you want to see the person underneath the resume.

Hire with the whole company in mind

  • Each time you hire someone, it will make an impact on the entire company. You want to hire someone who can help you grow as a company , but also has resilience and talent.

Improve your jobseeker pool when recruiting

  • Invest time in developing relationships with recruiters.
  • Have current staff actively participate in industry professional associations and conferences where they can meet candidates for your company
  • Look at online job boards for jobseekers, even though they might not be actively looking
  • Check out social media sites like LinkedIn for potential jobseekers.

Hire the sure thing

  • Hire the jobseeker that can hit the ground running.

Be known as a great employer

  • It builds your reputation and brand.
  • This will help with jobseekers wanting to work for you.
  • Be sure to acknowledge the following
    • Retention rate
    • Motivation
    • Accountability
    • Rewards
    • Recognition
    • Flexibility
    • Work-life balance
    • Promotion
    • Involvement

Use your benefits to your advantage

Use your website

  • It shows your Vision, Mission, and Values for your company.

Prioritize jobseeker experience

  • Jobseeker experience is the first interaction a potential employee with your organization and its culture
  • If the experience is poor, it could possibly create a poor reputation for your company.
  • If the experience is great, it will make the jobseeker see that your company cares for its employees.
  • Whether or not they are hired, the jobseekers that were interviewed will still have great things to say about your company when they have a good experience.

Have a great offboarding process

  • Just because someone is going to be terminated, doesn’t mean it needs to be on bad terms.
  • Past employees can be a source of referral for potentially new jobseekers.

Use modern technology

  • Skype
  • Face Time

Value quality over quantity

  • Would you rather have 2 exceptional jobseekers or 4 who are “just okay”? By hiring those who are not in the top tier, you will most likely spend more time training and guiding them.
  • Spend that extra time and effort to hire the top performers.

Ask better questions

  • Your questions who remain relevant to the position you are trying to fill.

Make a plan

  • Plan out your business’s long-term strategy and budget.

Be specific

  • Look at your job description. Make sure it is targeted and comprehensive for the position you are trying till

Prioritize intelligence over experience

  • While experience is necessary, don’t discredit the jobseekers who are capable of learning quickly
  • Sometimes TOO MUCH experience can backfire.

Set onboarding goals

  • Companies can increase their retention rates by establishing strong onboarding procedures
  • Making an extra effort to nurture the jobseeker’s development will help you building a strong, longer-lasting team.
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