Opinions of contributing entrepreneurs are their own.
As entrepreneurs, we hate to see missed opportunities, especially when they are pitfalls we could have avoided. Hiring pitfalls are some of the most common mistakes we make.
As an ukbusinessupdates.com for over 15 years, I’ve made my fair share of mistakes in the hiring process and weathered those pitfalls as well as the next. I’ve seen companies clean up common mistakes and radically transform their business by having more and better qualified candidates.
There is a general trend to find that you have recruitment problems. Chances are some or all of these signs resonate with you:
- Not getting qualified candidates
- Lack of response from candidates
- It takes way too much time to rent
- New employees leave faster than they come in
- Compensation feels more like a gambling game
Related: 3 Difficult Workplace Personalities That Make Great Employees
Hiring the right people is one of the most important things a small business can do to succeed. But with so many great job opportunities out there, it can be difficult to stand out from the competition and retain the best. That’s why optimizing your recruitment process is important to attract and retain the best candidates possible.
Here are five ways to do just that:
Are you getting enough qualified candidates?
The most common red flag that your hiring process needs a makeover is that there are few to no qualified candidates. To solve this:
1. Make your vacancies stand out.
Your job postings are the first thing potential candidates see, so it’s important to make them count.
Write clear and concise descriptions that highlight the unique aspects of your company and the position you are hiring for. Use relevant keywords for the position and make sure your post is easy to read and navigate.
To impress, focus on telling your company’s story as much as what you want the candidate to do for the position. One-sided jobs often underperform jobs with a mixed balance between what we will do for you and what you will do for us.
Job titles can be your biggest difference maker. Posting a job with fictitious titles or heavy promotional text can limit your visibility score on job sites. Use titles in your job posting that candidates would search for
Related: The 3 Most Common and Costly Hiring Mistakes
2. Be proactive in your recruitment.
Don’t wait for candidates to come to you. Go out and find them! Attend industry events, network with other companies and use social media to promote your open positions.
The more proactive you are, the more likely you are to find the perfect candidates for your team. Having rental cards to share with people you’re impressed with can be a great way to find A players and invite them to join your team.
Consider encouraging teammates to share their experience of your company culture on social media platforms, and team events can create a healthy referral pipeline.
Related: ‘Quiet Hiring’ is upon us – here’s what employers and employees need to know
How would you know if the perfect candidate would apply for your job?
Celebrate the screening process to keep those candidates in your pipeline.
3. Carefully screen candidates.
Once you’ve received applications, it’s important to carefully screen them to make sure they’re a good fit for your company.
To properly review resumes and cover letters, having a documented scorecard will help keep your analysis of the job requirements in mind, check your bias, and conduct phone interviews to get an idea of each candidate’s skills and experience.
4. Make the interview process enjoyable.
First impressions are important, so make sure your application process is positive and enjoyable for candidates. This means being on time, being prepared and being professional. It also means treating candidates with respect and being able to ask questions.
Ways to be extra prepared for your application process is to put together your interview kit with a mix of getting to know you and job specific questions.
Are you paying enough?
Let’s avoid the awkwardness of compensation alignment.
5. Offer competitive salaries and benefits.
In today’s competitive job market, offering competitive salaries and benefits is important to attract the best possible candidates. Be sure to research the going rate for the position you’re hiring for and offer a salary commensurate with experience and qualifications.
Having confidence in your compensation offer gives you peace of mind when negotiations begin. You have your high and low end options available.
