Finding the best people for your company may be one of the greatest frustrations you have as a business owner or manager. You post jobs online and get bombarded with candidates who aren’t even remotely qualified. Then you finally get through interviewing people and hire one of them.
Why is it that the most promising candidates often become the worst employees?
Just as in other facets of your business, establishing a tried-and-true process for hiring will help you get more reliable results. For example, you probably don’t make changes to your supply chain without some thought about how it will financially impact your business. It’s doubtful you throw money at sales and marketing without thinking about a return on your investment. In the exact same way, you should have a game plan for recruiting and hiring top talent at your company too.
Here are some tips:
- Build a brand
You want your customers to see your business in a certain image. Make sure your candidates see you in that same positive, consistent image. Use your company’s LinkedIn profile as a way to highlight your team members’ accomplishments. Ask your team members to write content for your LinkedIn page, website or Twitter feed. The more your team writes, the more honest the content will seem to prospective candidates. If you show that your team is already made up of rock stars, you’re more likely to attract additional rock stars to your team. Check out what PepsiCo does with its “People of PepsiCo” page on its website. http://www.pepsicojobs.com/people-of-pepsico
Remember what I wrote in Section 1 about creating a landing page for your recruiting efforts? It will allow you to have all of your company’s jobs posted but won’t force you into an entire website rebuild project. Well, if you create a landing page for your recruiting efforts, that’s where you can house most of the information you’ll read in the next 7 steps. Again, Fiverr (www.Fiverr.com) or Upwork (www.Upwork.com) or another contractor site can be very helpful in creating these types of tools for you!
- Be seen
If you were a potential candidate for your company, where would you look for a job? Post your jobs on the sites that are most likely to target your best candidates. Are there organizations that are key to your specific industry? Are there professional organizations where top talent would hold membership? If so, find out if you can advertise on their website or in trade publications. Websites are typically less expensive than print, but depending on the demographic you’re targeting you might want to consider both avenues.
- Be specific
You are looking for top talent, it still has to be talent that can perform the work and fit into your culture. Be specific about the needs you have so a candidate can determine if she’s a fit before applying. Job postings typically go into detail about skills and experience, but what about other facets of working at your company?
Here’s something you may not have thought about—work environment. If you have an open-air workspace with no walls, no offices, and very few private areas, then you should mention that in your job posting. People are visual. Embed a link into your posting that will send someone to photos of your office space. For example, “To see our office space check out our website at CompanyWebsite.com/officephotos.”
WeWork is a global corporation that provides co-working space. Check out their photos and videos of office space. Here is an example of their Brooklyn Heights office in New York. https://www.wework.com/locations/new-york-city/brooklyn-heights
- Be inviting
If you’re having a dinner party, what’s the best way to make sure your guests attend? Great invitations, polite correspondence and the promise of a good time for your guests!
When you are corresponding with job candidates via email, voicemail or live video, remember that the candidate is gaining an impression of you as much as you are of them. It’s a good idea to be polite, respectful of their time, and courteous in the responses you give. Offer information about the company, location, or department even if the person doesn’t ask. It will help them feel like you’re being welcoming and going above and beyond your competition!
- Be sure to reply
When a candidate applies, respond to their application. It can be as simple as, “Thank you for applying! I am receiving many applications right now but hope to connect with you within two weeks.” If you don’t send a response the candidate is likely to think that a) you’re not interested; b) you don’t really care that the person applied; c) you’re rude. YIKES! Following the interview, if the candidate sends a thank you note via email it’s courteous to respond to acknowledge receipt. (I bet your competition isn’t doing that!)
- Be responsive
The best candidates ask questions. Respond to their questions. Better yet—anticipate their questions by having a pro-active contact process. Remember each candidate may be submitting resumes to 10-15 companies at one time during their search. You need to differentiate your company from the competition. Having quick response time is a good tactic. An even better tactic is to send candidates information about the company via an auto-email process. If you set up an auto-email campaign that goes to your candidates, you can include things like pictures of the workplace, industry statistics, links to awards won by your company or employees, or a listing to a stock profile if you’re a publicly traded organization. Set it up once and it will do the work for you!
- Be prepared
Candidates want to know what advantages there are to joining your company. Be prepared with job descriptions, benefits summaries and a compensation overview. If you create interest in your company with the candidate and lay out an offer they can’t refuse, you’re going to land the best people for the openings at your company.
- Be honest
Show candidates who your company is, what it stands for, and what kind of culture you have at your company. Go beyond pointing to the corporate mission statement that’s pinned to the wall in the cafeteria or breakroom. Candidates want to hear you emulating those ideas—otherwise it seems like baseless ‘corporate speak’.
There are challenges at every company, and while you don’t want to share your deepest darkest secrets in the job interview, it’s important to be truthful with someone. If you expect them to work 9-10 hour days at the beginning of their employment, you should tell them that. Don’t be fearful of this! If you’re not honest at the interview stage and you hire someone who wants no more than 8-hour work days, you’re both going to be disappointed very quickly!
Ready to get started? Snag a job posting example you can swipe and deploy for your own business at OperamHR.com!