Use These Key Recruiting Strategies To Make Better Hires

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To be successful, hiring the right candidates is imperative. Even though businesses are implementing all the best recruiting efforts, they are still challenged with identifying what makes a great hire and how to recruit them to their organizations.

To make a great hire, organizations should use recruiting strategies that empower their HR teams to make better hires more consistently. Here, we present a few strategies that help you hire top talent and develop consistency within your hiring process.

#1 Define The Right Job & Skills Required

Businesses should define the goals the candidate needs to accomplish in the role and then work backward to recognize the core skills that are required. The employee’s role is not just a list of skills that a candidate should have, it should list the core skills and competencies that actually matter. HR recruiters and hiring managers need to complete this list together. This creates a partnership, builds trust, sets clear expectations up front, and helps the recruiters to find and bring forth the top talents the hiring managers expect.

To define the right job, you need the voice of both the HR recruiters and hiring managers. Businesses should set an agenda for the two partners – they must agree on the goals for the role, core competencies needed, and cultural fit.

#2 Create An Effective Job Description

Once you have a set list of goals and skills for an open position, you need to create your job description. If your job posting is not based on facts about the specific skills needed to be successful in the job, you will likely never see the results you are seeking. Remember to use descriptive titles for job ads. Use job titles for which the candidates would be inclined to respond to. Maybe you want to make your culture look entertaining, but applicants most often want to show clear career progression.

Job ads that convert the very best candidates are effective. They are inspiring, exciting, and represent a unique vision. Your job posting should have a clear structure and straightforward language that shows the possibilities the candidate might face at your organization. Look into your existing employee base as reference. Gather information about your job description from the recent hires and use it to optimize your future job postings.

#3 Create Hiring Teams

After having a set list of goals and skills for an open position and creating a clear job description, you are ready to bring candidates in to meet the hiring team. Based on the defined skills, create a list of interview criteria that will help you decide the best fit. Consider which skills matter most to your business.

Build unique interview scorecards that set your hiring team up for success. It is crucial to evaluate all candidates consistently to ensure you accurately compare them equally. Equality is essential in order to maximize your chances of getting the best hire for your company. Assign each of your interview panel members to focus on specific criteria and give them a plan to follow as they head into the interview.

Train your hiring members to execute impactful interviews. Give them everything they need to be successful in the interviews – interview scorecards with criteria, criteria descriptions, and clear interview questions to ask. Finally, include assessments in your hiring process. Automating assessments like aptitude tests will not only save you time and money but also ensure consistency of all results. Also, you need to ensure that your hiring teams who are taking time out of their day are only interviewing the most qualified candidates.

#4 Set Real-Time Hiring Goals

To manage the expectations of your hiring managers, make hiring goals realistic. Set a reasonable target start date for each hire so that you can adequately measure recruiters’ performance against recruitment goals. Once you have identified the overall timeframe for a particular hire, then review the history of your hiring efforts in detail by looking at your recruitment rate and identifying bottlenecks.

Knowing historical data around how long it takes to hire specific roles and identifying potential bottlenecks will help you better manage your current recruitment process. You can do regular check-ins related to tailbacks to see how the process is going, and spot when the hiring goals are slipping.

Irrespective of your business size, implement these strategies along with an automated recruitment system to hire the right candidates for your company.



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