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Thursday, June 29, 2017

10 Ways to Improve Your Company's Interviewing & Hiring Process

There are 10 steps that I believe will improve the hiring process and simultaneously give you a competitive edge in our competitive marketplace.

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There are 10 steps you can take to improve the hiring process and get a competitive advantage for landing talent in such a competitive market like we're currently in today.

Don't overlook making the interview a positive experience for the candidate.

  1. Have a defined process in place: It's better to have a precise, streamlined process so that you get to the offer stage faster.
  2. Use a recruiter who is an industry expert: They can not only go after the non-active job seekers in the marketplace, they can help you get to the top talent a lot faster and save your team both time and energy.
  3. Concisely define the skills that are necessary for the job: If you can keep it to three to five must-have things for someone to be successful in the role, you qualify everything else as 'nice to have.'
  4. Don't make a lowball offer: For one, the candidate won't take it and it will leave a bad taste in their mouth. Also remember that it will impact your brand negatively in the candidate marketplace, and you can't afford that.
  5. Give quick and detailed feedback to your recruiters, both internal and external: They need to quickly know that someone wasn't the right fit so they can make adjustments accordingly.
  6. Don't forget to sell your company when interviewing: This includes the product, the culture, the vision, the work-life balance--sell the opportunity, not just what you're looking for. 
  7. Make interviewing a positive experience for the candidate. 
  8. Review how to onboard people better: This means from the moment of extending the offer all the way to the start date. Communicate with them more often and make sure they feel welcome and prepared for their first day. 
  9. Have a complete onboarding process that goes way beyond day one: It should go into the first 90 to 120 days and be clearly defined on paper.
  10. Have cohesive message about the opportunity: The written job description on your website and every person on the interview panel need to be on the same page in the messaging and how critical it is, and exactly what you're looking for. All parties should also be selling what's so great about the culture and the long-term opportunity.

I hope this is helpful to you in your efforts to improve your hiring process. I'd love to hear your ideas on how to improve this process as well. If you have any questions or comments, don't hesitate to give me a call or send me an email. I look forward to speaking with you!