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
- Work-life balance
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
- 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.
- 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.