Five steps to attracting high quality job applicants
HireRight’s 2016 Benchmark Report, finding and keeping qualified employees is the highest priority for employers and hiring professionals. With the job market more candidate-centric than ever, though, employees are more likely to switch jobs for a better work environment, benefits package, salary, or opportunity. As previously posted on this blog, the ROI of a bad hire can be as awful as -298% and the costs of onboarding a new employee averages out at $57,968. This means it’s critical that you’re looking at ways to reduce employee turnover and attract – and retain – quality workers. To accomplish that goal, here are a few of the steps we recommend:
1) Clearly define the roleYour job descriptions aren’t something to be pulled together in 30 minutes. These descriptions act as your first qualification tactic, removing anyone who wouldn’t be a fit and interesting those who would. Job descriptions require careful thought as to the roles the individual will fill, the skill sets they’ll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another.
2) Compile a ‘success profile’You can’t attract the right candidate unless you know exactly what “right” is. You’ll need to profile top performers (both internally and externally) to identify desired skills, attributes, experience, and personality. Using this information, you’ll be able to develop a profile to help you select the candidates most likely to succeed in that particular position.
3) Evaluate the hiring processThere’s a fine balance to strike between qualifying candidates appropriately and over going over the top. If your qualification steps take too long, many candidates don’t want to waste their time and will often take another opportunity if it presents itself before you can even get them past the initial stages of vetting. One way to counter a drop off is to make sure your candidates are aware of what to expect with respect to your entire evaluation process. Transparency is key and builds trust from day one.
4) Ensure it’s a two-way streetEmployers often feel like applicants should be eternally grateful for the opportunity to interview (and potentially get a job offer). In reality, it’s just as important for employers to prove to candidates that the job is a good fit for them, as much as it is for the candidate to prove to the employer they are a good fit for the job. Encourage questions, be transparent, and be honest.
5) Consider getting expert helpThere’s a lot to manage when it comes to hiring, particularly for small businesses. Whether it’s getting help with finding candidates, screening candidates, on onboarding employees, there are expert agencies that can provide that support. Background screening, for example, is something that can prove critical to your organization, and a process we’d be happy to support. Following a well-thought-out, professional, and structured hiring process will help you best match the right people to the right jobs.]]>
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