Finding the right candidate to fill a job position can be a really difficult task. CNBC notes two out of five workers who switched jobs last year are looking for work again. That means 40% of new hires begin looking for another job soon after starting a position.
This can be very frustrating for a hiring manager, especially after spending countless hours trying to narrow down a group of star candidates. Luckily, there are some things that hiring managers can do to help find the right people for a job.
1. Create a standard process
The hiring procedure can be an overwhelming, time-consuming process. One way to simplify it is to standardize everything. You can put all the separate steps that need to be done into a logical workflow that moves from one step to the next with clearly defined objectives and target deadlines.
For example, here are some standard processes for hiring:
- Create a job description
- Upload the job posting
- Collect and review resumes
- Schedule interviews with candidates
- Review top candidates
- Send thank you/offer emails
- Add a new employee to onboarding.
Once these steps are identified, they can be placed into a process flow diagram. A process flow diagram is a visual representation of the whole process, making it easy to see how each step leads to the next. Some of the best flowchart programs you can use are:
- Zen Flowchart
2. Maximizing tech for candidate assessments
Our previous piece on the “10 Best Candidate Assessment Tools You Can Trust” identified some of the best interviewing programs that could be used to assess potential candidates. One is HR Avatar, an assessment tool that gives pre-employment tests and job simulations for over 200 job situations.
iMocha is another effective tool that focuses on skills assessment and tests for various subjects, like application development, coding simulators, and business management. The tests are fully customizable, so you can add your own questions and even set performance categories as you see fit.
3. Making the best use of your online job postings
If a job is posted online, it can reach thousands of people within the first few seconds, and networks are particularly important for this. LHH recommends reimagining your online job postings to stay connected on social network platforms. This can be done by following new feeds rich in information from your respective industry. Keep an eye out for people who answer intelligent questions or provide useful insights, as they could be great candidates to fill your open position.
4. Developing the right recruitment strategy
To ensure you’re getting the right candidates, you should develop an effective recruitment strategy. TechTarget points out some key tactics, like reviewing best practices of what other companies are currently doing, which are readily available online. This may include using technology like artificial intelligence (AI) to pre-screen and rank resumes or chatbots to answer questions, making the recruitment process more efficient and cost-effective.
5. Properly prepare for virtual interviews
Virtual interviews are common in the digital world, so it is crucial to properly prepare to ensure the interview goes as planned. This may sound simple, but it’s crucial: prepare at least 15 minutes before each online interview to ensure the internet is stable, and the audio and visual are working properly. A few minutes of preparations can save a lot of unnecessary stress and help you go into hiring with a clear mind.
As a hiring manager, looking for the right candidate may be like finding a needle in a haystack. Fortunately, learning how to maximize your digital resources can help you find the right person or team for the job. Top hiring managers also need the best HR software for the job. We provide advice on the ‘13 Best Recruiting Software Options for Businesses and Agencies for those interested.