Your Hiring Process Is Costing You Talent

It may seem obvious, but one of the best ways to have a successful company lies in good quality hires who can bring their talents to your organization. So why haven’t you found that sort of talent yet? It may well lie in your hiring process. Take a look and see if either of these hiring practices sound familiar and, if they do, read on to see how you can remedy them.

  • The hiring process takes too long. Top hires don’t want to wait around to hear whether you’ve granted them an interview or not. Give candidates a timetable and then stick with it. If you claim you’ll get back to them by a certain date and then a) let that date go by, and b) don’t respond to their inquiries, you’ve pretty effectively lost them. They’ll either assume they’re not in the running or go with another company that values their time more reliably. Taking a long time with the hiring process also reflects poorly on your decisiveness, something you want to avoid with employees. Unemployment has left quite a few candidates out there, but not every resume is a quality one—the top talent gets snatched up quickly. So don’t belabor the hiring process, or you may miss out.
  • You cast too wide a net. There’s something to be said for narrow-mindedness in hiring, or, to a lesser extent, focusing your search. When you want a certain type of candidate with specific talents or expertise, make that clear in your job description. There are many potential employees out there who could be the right fit for you—but they have to be able to find you.

So what can you do to avoid these hiring mistakes?

  • Utilize automated resume screening and searches. Rather than wading through the pile, use technology to do the process for you—there are many software products you can use to effectively separate the wheat from the chaff, so to speak. This will allow you to find the candidates you’re truly looking for.
  • Create a specific job description. Going along with not casting too wide a net, if you want to find quality candidates, you just have to tailor your job description so you can find them…and more importantly, so they can find you.
  • Quality assessments find quality talent. Those with the best hiring practices tend to carefully assess whether a candidate will have the right motivations to do the job well, and that includes sharing your values and methods of getting things done. While it’s not always an easy task, figuring out if a candidate’s abilities and motivations truly fit your needs is worth the effort.

So while they may seem contradictory, it’s worthwhile to streamline your hiring process and yet take the time to properly assess candidates. Both can be done efficiently and will help you find that top talent you’re seeking. For help with your hiring, reach out to the experienced PrideStaff Thousand Oaks recruiting professionals.

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