LinkedIn Social Media Branding for Companies & Leadership
LinkedIn Social Media Branding for Companies & Leadership By: Stacy Kelly, Vice President –...Read More
In a highly competitive, candidate-driven market, companies can’t afford to misstep during the hiring process. They risk losing the best candidates to companies that are doing everything possible to impress them.
Hiring managers sometimes need to be reminded that times have changed. The current hiring market is very active, where job seekers are getting not only multiple job offers, but also being counter offered by their current employers. To compete, companies need a well thought-out hiring process that leaves candidates feeling great about their company and the position.
Here’s our best advice to avoid striking out:
Make a good impression – Candidates often share in their feedback that hiring managers rushed through the interview, didn’t make them feel comfortable, and were almost arrogant in their questioning. This obviously leaves a bad impression. Whether on the phone or in person, remember that while you are evaluating a candidate, they are evaluating you as well, and everything you say and do makes a statement about your company. Your interactions will either excite them about the company and opportunity or concern them about the culture, decision-making style, and lack of concern for the workforce.
Avoid a slow hiring process – This is one of the most common reasons for loss of candidates. Hiring managers bring in a candidate for a first interview and then they go quiet. As a result, the candidate doesn’t think he or she is a contender, but is now open to hearing about job opportunities from other companies. By the time the hiring manager resurfaces, the candidate is way down the line with another company that swooped in, moved them quickly through the hiring process, and offered them a job.
Ensure you offer competitive compensation – Before you even begin to search for candidates, make sure you are prepared to compete. Tight markets mean employers are doing everything they can to keep their employees, including paying more and frequently making counteroffers. While you may have a great company culture and your job opening may be an excellent opportunity, top candidates won’t make a move unless they feel that compensation matches what the market is willing to offer them.
Eliminate unrealistic expectations – While your job may have some non-negotiable requirements, not every item on the list should be a “must have”. Sometimes the best candidate doesn’t check off every box, but meets the most important criteria, has a great attitude, is a quickly study and can master the other job requirements in time.
Stay in touch – Even after a candidate accepts, you should remain in contact. Take them out to lunch or dinner so that you keep the momentum going. Realize that until the candidate starts, he or she is a free agent which others (including their current employer) may try to lure away. Make sure you protect your investment.
Finally, you have to look at the hiring process as a courtship. Your engagement in the process (or lack thereof) will determine if the candidate chooses you over another. Although you can’t control every deciding factor, following these tips will increase your chances of successfully hiring the best talent.