Are you facing the challenge of finding new employees? And you are not looking for just any talent, but the right ones? It is all the more important that you have a hiring process that allows for a well-founded assessment of candidates. We are here to help.
Step 1: Good Preparation is the Be-All and End-All
Companies end up with complicated and lengthy hiring processes. This is mainly because they invest too little time in preparing. Ultimately, it’s all about finding the perfect candidate.
This is someone who will easily blend into the company culture and can provide support in everyday work with good contributions.
The first step is for employers to define what they are specifically looking for. This makes the creation of an up-to-date candidate persona essential.
It is by no means enough to pull the old requirement profile out of the drawer. Because in our fast-moving working world, tasks are changing rapidly.
Step 2: The Perfect Job Advertisement
The job requirement profile is the heart of your hiring process. Besides describing the ideal candidate, do not forget to give a company overview, as well as what you have to offer. List work-life balance offers, incentives, career options…
The design should be varied and modern. This is achieved with a good mix of embedded videos, images, graphics and appealing text passages. In addition, the job advertisement should be responsive and offer an easy way to apply.
Remember less is more. Research shows that shorter job posts receive 8.4% more applications per view than average.
Step 3: Spread Your Job Advertisements Wisely
Companies face the challenge of making their job advertisements accessible to as many potential candidates as possible. This is where the topic of “multi-posting” comes into play.
Multi-posting is the placement of job advertisements on several job portals. However, it is successful only if the job advertisements are placed on the career platforms with the right target group.
What makes the hiring process difficult and confusing is that there are thousands of job portals to choose from. Not to mention that job advertising can get costly – some job boards have even increased their prices by up to 300%!
So, it is more effective – both in terms of time and money – to choose the right talent sourcing platform for targeting top talent.
Step 4: Activate Your Network
New employees can also be found via the personal networks of their employees. In this way, companies have the opportunity to establish contact with potential candidates who have similar educational paths, professional experience or profiles as their employees.
Other good recruiting options include direct contact with talent at job fairs and career events and active sourcing on the Internet.
Step 5: Follow Up on the Phone First
The first promising applications have arrived. Very good. A structured 30-minute telephone interview will now give you further clarity as to who you should invite to the job interview.
In the main part of the telephone interview, you should go through the career of the person you are talking to. Pay attention to any special correspondence between the experiences they have gained so far and the advertised vacancy.
Step 6: Getting to Know Each other Personally
In the next phase of the hiring process, you will get to know the most promising talents personally during the job interview. Ensure a quiet atmosphere and plan enough time.
Important: the future supervisor should never conduct job interviews alone. It is better to involve two or three people from the team.
After all, they have to work together with the talent and can better assess whether their personality fits into the team.
Professional skills should also be questioned in the interview. It, therefore, makes sense to bring a top performer from the team to the table. They can exchange technical information with the talent.
In case you are feeling you still need support in your hiring process, you can consult a job recruiter.
Step 7: Make the Right Decision
You now know all the applicants. Now it’s a matter of making the right decision. Talk to everyone involved about their respective impressions.
Summarize the results in an overview for each talent and make it available to all responsible. This increases comparability and facilitates objective joint decision-making. That’s how it works with the right talent!
