Rid Yourself of Fear
As a recruiter, you should place less of a focus on fearing which candidates are going to leave and more of an emphasis on interacting with those who are willing to stay. There’s no sense in worrying about something that is not in your control as people leave for a variety of reasons. As long as you are doing everything right and engaging with them while they are there, that’s all you can do.
It’s like that saying: You don’t know what you have until it’s gone, but the truth is, you knew what you had, you just never thought you would lose it.
Qualify your Candidates Before Interviewing
There’s lots of concern that when it comes to hiring, time and money get wasted on bringing people into your doors that are only interested in wasting your time. Whether it is a “no call, no show”, and their sudden disappearance leaves you questioning everything you know, or, if it’s a candidate using your offer to get a better one at another establishment they actually WANT to work at, there’s no doubt that these costs hinder many HR departments across the board. The best way to not focus on the “use and abuse” candidates is to redirect that focus onto qualifying candidates and staying competitive and creative with your recruiting process.
How to Qualify your Candidates:
Test with projects and challenges.You can identify the candidates that really want the job by how much they are willing to go through to get it. If the process consists of the same routine and is simple - you’re setting out to find the best people you possibly can. It has been proven that candidates who have worked on projects for companies develop a loyalty to them because they value the mentorship and opportunities given to them by the companies. By the end of the project, most candidates want to work for that company or at the very least recommend them to other better fitting candidates.
Challenges allow you, as a recruiter, to determine who has the skillset to complete the day to day for the job in question and quickly. Candidates are less likely to waste your time, not to mention go elsewhere when they see that employers are concerned with matching the right candidates with the right skillsets for each job. Challenges can be anything from coding demonstrations to writing up a social media marketing strategy. This demonstrates a culture of carefully placing individuals, which ultimately means candidates have a sense of belonging to an organization.
Projects can be evaluated over longer periods of time and can help the recruiter see what the candidate’s personality type is like to determine if there is a mutual culture fit. Projects can be completed individually or with groups, which more accurately tests soft skills like leadership, motivation, persistence, organization and other valuable traits that cannot be determined otherwise.
Evaluating your Candidates ensures Cultural Fit and Lower Turnover
The bottom line is when companies redirect their focus on what matters before they get the candidate into the door, the chances of them not really wanting to be there are slim to none. Additionally, practicing careful evaluation will demonstrate the value your organization places on creating a good culture, and many candidates would not be willing to give that up easily.
Allow your recruiting process to include these important pre-hire measures, and you won’t be as preoccupied with wasting your time and resources on candidates that were never the right fit to begin with.