Applicant tracking systems are designed to make hiring new employees...Read More
Hiring success rates can often be a source of contention or of pride for any given business. If a new hire turns out to be a profitable employee, a company feels confidant in their process. If not, then they tend to blame the factors that are out of their control. What every business needs to know is that successful hiring is completely within reach given the right tools. Here are four of the most well received hiring methods in the employment market.
1.) Decrease the amount of potential hires
Many HR departments create a wide variety of interviewees when hiring because they believe it will increase their chances of finding the best candidate. Though it may seem logical to create a long list of applicants to choose from, it actually decreases the chances of making the best choice in an employee. If you have 20 people to choose from, you will likely skim past the details of each applicant that are necessary to remember when finding a good fit for your business. Choosing from a smaller number of candidates will force you to focus more on their qualifications and understand them as an employee.
2.) Don’t just trust the interviewer’s instinct
An interviewer is chosen for their task because of their ability to find the most suitable candidate for a job, yet many rely too heavily on their impression of a candidate rather than their skill set. A candidate can be very good in an interview, yet be completely wrong for the given position. Many studies also say that an interviewer will only pick the most qualified candidate less than 5% of the time if they base their decision on the interview. Don’t place as much significance on the interview as you would the experience and qualifications of a candidate.
3.) Be Precise About Your Job Requirements
If there’s one thing both applicants and employers hate more than just about anything regarding hiring is when an applicant is brought in for an interview under false pretenses. Candidates hate it because they wasted their energy and work into aiming for a certain position, and employers hate that the process is made longer and more likely to be unsuccessful. The solution for both of these parties is to create an accurate skill list that a employee must have. Instead of using a vague term like “responsible” in a job description, say, “You need to have managed a team project”. This way an applicant will know to present the information you’re most interested in hearing.
4.) Don’t leave any applicant data unchecked
Many companies make the mistake of believing an applicant’s resume without checking the facts. This method of hiring has the potential to lead an employer to offer positions to unqualified candidates, which can then create a loss of huge profits from poor results and re-hirings. Make it a company policy to check every statement on a candidates resume, especially the facts relating to education backgrounds, criminal records and previous employment. An employment screening will not only find the largest inaccuracies in a resume, but it will also find the information you may not know to look for, like length of employment time at a previous job or a particular character flaw that would disqualify a candidate.
Cutting corners doesn’t get you very far. In fact, in one company’s life cycle, cutting corners has simply made them travel in a circle, and