Hiring a new employee is never an easy feat, there are so many different things to do during the hiring process. On top of that, picking the right candidate out of a large talent pool can be daunting. Being a recruiter/hiring manager is one of the hardest jobs out there.
These days we can find almost anything we want with the touch of a button. However, screening AND finding a potential candidate that fits the company culture and job description who will actually stick around longer than a few weeks is most of the time much harder than finding the best poutine on Yelp.
Not only is the hiring process tedious but there are quite a few common pain points involved with recruiting. Here are some of those pain points and how to resolve them.
A good friend of mine recently got recruited by eBay. The recruitment process involved a video interview, a test to be completed at home, a phone interview and an in-person interview. Needless to say, it was a long process!
Now pretend you're the recruiter in that scenario. Next, imagine hiring someone after that long process only to have them quit after a few weeks. You might end up having to repeat that same long process over and over again until you find someone that will be a long-term fit.
According to HR Dive, The replacement cost is $15,000 per person for an employee earning a median salary of $45,000 a year. However, according to that same study, out of 34,000 respondents concluded that 75% of the causes of employee turnover are preventable.
The best way to reduce a high employee turnover rate starts during the recruiting process. During the screening process, look for a candidate that will fit in well with the culture of the company.
Jordan Burton, an interview expert and talent consultant, recently suggested that staying away from hypothetical questions such as, “How Would You Deal…” Instead, steer towards questions that show a chronological review of their career such as, “Let’s walk through your time at…” By being able to understand the highs and lows, accomplishments etc. you will be able to get a better idea of what you are looking for as opposed to doctored answers you might get with hypothetical questions.
Needing a big budget during the recruiting process is a myth. Many recruiters might feel discouraged with a small budget as they feel that in order to find the right candidate, you need a huge campaign to be able to do so. Even if you are given a limited budget to use for recruiting there are many ways to get creative with what you are given.
One option to consider on a low budget is implementing a succession plan into the recruiting process. In fact, sometimes the best way to save money on new hires is to simply not hire anybody new! Explore internal hiring where existing employees already know what to expect. By hiring internally, you are already aware of skills and talents in your current employees and what they can bring to the table. In addition, by giving existing employees a chance to grow, retention rates will increase and costs will go down dramatically.
Plan B? Explain to the higher-ups about the need for a higher budget. Laying out the costs and a clear recruitment plan focusing on the potential ROI to sway the people in charge.
Standing out from other companies in recruiting
With there being so many different companies out there, many of them will have a similar brand and drive. Everyone is competing with each other for clients, attention, and most importantly, talent. With so many companies, competition has become increasingly fierce to recruit the best and brightest candidates. In order to separate yourself from other companies that have a similar goal, you must make your company stand out.
The first thing any recruiter should do is to portray the company as the shining star it is. Before you go to a new restaurant, do you Google it to check out the menu and reviews? Just like you use Google to find the best Chinese food in the city, you can bet that any candidate worth your while will be searching your company online.
Be sure to vamp up the company’s website, social media, blog posts, LinkedIn and Glassdoor. Take this opportunity to showcase why your company is the best company to work for. You want your company to be a desirable place to work at for anyone that might be searching your company as the place they want to start a successful career in.
In addition, consider other creative ventures that will make you from other companies. Explore new techniques that differ from traditional hiring methods. Don’t be afraid to get creative and think outside the box to find new places to recruit new talent.
While finding a pool of talented candidates is a feat in and of itself, the hiring process is far from over. Finding the best candidate possible but not being able to engage them properly is a huge challenge that occurs during the hiring process. You could find the best candidate you possibly could, but a bad interview or lack of feedback could ruin any progress you might have made during the recruiting process.
A good way to ensure that this doesn’t happen is to prep your hiring managers to ensure that everyone has the same end goal. Another good tip would be to hold a meeting where everyone can agree on what they are looking for. When considering the kind of candidate you are looking for, look for areas that you could possibly be lax on and which attributes you feel are absolutely essential. Agree on how the interview process is going to look from the beginning to the end.
A good way to ensure that everything runs smoothly is to create a successful hiring checklist that everyone can agree on. Be sure to include everyone in this meeting!
Candidates That Decline Your Offer
An interview can go great, but are you prepared for what happens when a candidate declines your offer? If a candidate goes through your hiring and recruiting process and also seems to be a perfect fit for the company’s culture, offering them the job is typically the next option. However, what do you do when they turn your offer down? After spending all that time, effort and resources having a candidate turn down an offer can be pretty disappointing.
First things first, don’t take things personally! There are a variety of reasons why a candidate might turn down your job offer. The most common being, they took another job offer from a different company. Perhaps, that company offers a salary and benefits package that you can’t compete with. However, if candidates are repeatedly rejecting your offer, you might want to consider this as an opportunity to analyze your hiring process and see where you can make it stronger. Make follow-up calls and ask your candidates why they decided to not accept your offer and get insights on what you might need to revamp from your process.
If you keep repeatedly getting turned down due to what you offer with salary and benefits, get with upper management to discuss other options. Remember, there is a solution for each reason brought up of why a candidate turned down your job offer. Even though you might not have been able to lock in a particular candidate, consider this a blessing. This rejection can be a start to creating a better hiring process that will bring into a better pool of talent.
Often times, a candidate may come into an interview expecting one thing and getting something else. This might be because the job they thought they were applying for is instead something completely different. It might also be they either feel too qualified or don’t feel qualified enough. A good way to avoid this issue is to be clear in your job description in describing what and who you are looking for specifically. Be clear with what you want and incorporate skills and talents that are needed for the position.
Another huge disadvantage that can hinder a company’s hiring process might be the candidate experience. Do you notice that people come into an interview with a positive attitude but end up leaving with a bad one? Unfortunately, sometimes you might have to accept that the company isn’t the problem, you are!
This is a good chance to review your interviewing process. Examine the questions that you ask in the interview. Are they bland or even appropriate? Are you coming off cold and uninviting?
Make the interview a comfortable place for both you and the candidate. Ease them into the interview by asking open-ended questions with a friendly demeanor. Evaluate if you are doing all the talking and not listening to the candidate’s questions. Be sure to answer all of the candidate’s questions they might have about the company and the position.
Using Social Media
Lastly, utilize social media. Instead of spending time and money on job fairs and posting job listings everywhere (which can widen your talent pool undesirably), you can use social media platforms (which are free) to their best advantage. Be active in LinkedIn groups and participate in the “right” conversations.
Using social media you will be able to find and screen candidates that are what you are looking for, as opposed to going through tons of individuals that are definitely not someone you want working for the company. Another plus to social media recruiting is not having to go through tons of paper resumes, most people have their resumes online and you will be able to see if they fit in with the culture through their social media platforms.
If you are getting bad reviews online on sites like Glassdoor, evaluate where and why the bad reviews are coming from. If it’s unhappy employees, see what they are unhappy about and have a meeting with management on what you can do to fix the issue. Either way, no matter what the issue is, remember there is always a solution to any problem.
Recruiting doesn’t have to be an obstacle, it can be an exciting and rewarding process. This is an opportunity to meet different and exciting people. If you follow the steps above, you are getting a chance to meet with very talented and outstanding individuals.
In addition to making great connections, you will never be doing the same thing over and over again. Being a recruiter requires being up to date with what is trending, what new technologies are out there and you have a chance to get creative. If you think about it, one good candidate can have a big impact on the company and those in it. With that being said, these common “pain points” don’t have to be as daunting as they seem to be, especially as we’ve listed all the many ways you can overcome them! To ensure that you are getting best advantages possible, check out the demo on our website on how to best utilize these new technologies.
Isabella Ang is a content marketing specialist at ProSky, a company that gives you the ability to innovatively evaluate candidates and develop employees through succession pathways, so you can recruit, hire, and retain the best diverse talent & culture fit. When she's not working on her next or ongoing projects for ProSky; she spends her days rock climbing, practicing yoga, completing her degree in Computer Science, and tutoring writing skills.