5 Steps To Improve Your Hiring Process

Growing your business is a worthy goal and at the same time a necessity. How do you go about growing your company? Simple. You hire employees. This is the only way you can achieve entrepreneurial greatness. The right employees will improve the work culture and it will save you time reviewing applications and sitting in interviews. The hiring process is going to become harder this year. More and more employers are struggling with finding good hires and it is not because they are not trying enough. Do you have difficulty filling in positions? Well, then you have to improve your hiring process. If your choice is less than perfect, there is a chance that your business will suffer. Hiring the wrong employee is a costly and unpleasant affair. Hiring is the new business of business leaders. These are the steps that you need to take to ease the process and finding the perfect candidate.

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  1. Create a strong employer brand

It has been estimated that 71% of professionals are passive candidates. In other words, they are not actively searching for a job. These people are happily employed, but they would not refuse an offer. The experts say that these professionals are always open to new opportunities. To attract workers, it is necessary to offer more than good pay. A strong employer brand is what will attract passive candidates. You can start by building a powerful message. People need to know exactly what to expect as prospective employees. Take advantage of video content, promotion, and one-to-one conversations. In addition to deploying visual storytelling, it is a good idea to create an experience for millennials. Generation Y is interested in transparency in company culture and enjoying autonomy. Understand that you need to offer an innovative experience. Get started building and refining your employer brand.

2.Come up with a good job description

One of the most important steps in the successful recruitment process is the job description. This represents your chance of connecting with potential candidates. It offers them a clear understanding of what their duties and responsibilities are for the position and orients them in terms of performance. If you do not offer relevant information, you will not be able to hire the right person. The ideal job description contains sufficient details and engages the reader. What you want is for people to apply the moment that they read the job description. Say what your organization can do for the employees and you will surely retain people’s attention. You will not be losing out on the candidates that matter.

3. Do a social media background check

The way in which the applicants present themselves to the public matters. The prospective employee is associated with the company. Due to this relationship, you need to be very careful when hiring. Nowadays, individuals post almost every aspect of their lives. A picture of a drink in someone’s hand when attending a party is okay. However, you do not want a candidate that abuses alcohol or, worse, marijuana. In spite of the fact that these activities are legal, they do not send a positive image. Social media is a great tool for doing investigation work. Using social media is like doing a people search. All you have to do is enter the name of the person and you can come across public information like phone number, address, email address, and so on and so forth. Most importantly, you will have peace of mind knowing that the person that is about to work for your company is reliable.

An increasing number of employers check out the applicant’s online presence. They are not afraid that the future employees will hurt the reputation of the company. What they want is to see if the information listed in the resume is true. More precisely, they want to make sure that there are no discrepancies. Maybe a person states that they are an expert in a certain field. It is very easy to determine the veracity of the information. Social media sites are very similar to search engines in the sense that you can find background information. If the name or the phone number is listed somewhere on the Internet, results will come up. People include personal information in their social media profiles, as easily as they upload photos and images. An online search will reveal if the applicant has strong political beliefs or if they are married. Find more about the person that will be sitting in front of you. It is easier than ever.  

4. Improve the interviews

Job interviewing is a performance. There are actors, who know their roles very well. The job seeker tries to convince the employer that they are the best person for the position, while the interviewer, needs to be able to establish if the prospective employee will be a good fit for the company. Generally speaking, interviewers are not able to identify signs of warning, such as the fact that applicants continually cancel and reschedule interviews or the lack of longevity at the current job. The reason for this is that they are concentrated on other problems, which they consider to be more important, or do not have enough time on their hands. It therefore does not come as a surprise that the interviews are not effective. It is essential to make an improvement. Besides competence, you should consider factors like personality, emotional intelligence, and motivation. 

5. Test the candidate  

Using pre-employment tests is the smart thing to do. You need to see how the applicant implements the skills and knowledge that they have acquired. Tests make the hiring process more objective. They help you get an idea of who will do good on the job. Here is a good example of a test: a typing test and skills test using Microsoft Office. If you would like something more creative, tell the applicant an elaborate story. It can be anything from your past experience. If at the end of the narration, you find that the individual was not paying attention, you will have a pretty good idea of what kind of person you are dealing with.

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