Learn How to Hire the Right Candidate and Avoid Turnover
When it comes to hiring the right candidate, there are so many factors at play. Recruitment is about so much more than just a list of qualifications. It’s about finding someone that’s not only qualified for the position in question, but also someone that will fit in with the company’s culture and continue with the position for the foreseeable future.
If you hire the wrong candidate, you’ll waste thousands of dollars, harm your company’s productivity, and possibly fall behind on important deadlines.
The Harvard Business Review estimates that 80% of turnover is due to poor hiring decisions. And losing an employee tends to cost around 23% of their annual salary.
Avoid these recruiting mistakes and learn how to hire the right candidate.
Avoid Using Vague Language and Rambling Job Descriptions
If you use vague or meaningless statements in your job description, you’re bound to attract a wide swath of candidates, many of which won’t be right for the position. Keep your job descriptions on point to limit your search to serious, qualified candidates. If you use statements like “contribute to the wellbeing of the company” or “must enjoy taking on new and exciting projects” in your job ads, just about anyone may decide to apply.
Focus on the nitty-gritty of the job without increasing the length of your descriptions, giving applicants an accurate description of what it’s like to work at the company.
Clearly List All Required Skills and Experience
The more specific you are with the “Required Skills” and “Required Experience” sections, the better off you’ll be. Unqualified candidates are still bound to apply, but your search will be mostly limited to people that possess these skills. Go over the details of the position and figure out which skills are essential and which ones aren’t.
Lofty phrases like “Great communication skills” are bland and relatively meaningless to potential applicants.
Once you’ve made a list of skills and experience, include phrases such as, “Candidates that do not possess these skills will not be considered.”
Root Out Unqualified Candidates with Tests and Samples
Taking things one step further, make sure all these candidates can walk the walk, not just talk the talk. Again, many unqualified candidates are still bound to apply, regardless of how well-worded your job description may be.
That’s why you should add tests and samples into the application process.
Recruiting websites like Indeed let you create and automatically share tests and writing prompts with qualified applicants. But these tests and prompts shouldn’t take up too much of the applicant’s time. Limit them to a certain number of questions, so applicants won’t feel dissuaded from completing their applications.
They help you quickly evaluate a candidate’s skills before moving them onto the next round of the hiring process.
Simplify the Application by Focusing on the Right Data
As you go about making changes to the application process, refrain from simply taking on new questions or steps to the process.
In a recent study, 60% of job-seekers stopped filling out a job application because the process was too long.
Focus on the skills and questions that matter most to your employer and the company as a whole. Keep an eye on statistics that give you insight into the candidate experience, including how long it takes applicants to complete their applications, what questions tend to take the most time, and how many candidates abandon the application before completion.
Keep an Eye on Social Media and Other Networking Websites
This might sound fairly straightforward but learning how to hire the right candidate is about more than just quickly snooping on their social media profiles.
When you glance at a candidate’s profiles, make sure you know what you’re looking for. It’s easy to make snap judgments about this person based on what kinds of photos or videos they’re posting online. But more visual apps like Instagram can be misleading.
Instead focus on more professional social media websites like Twitter, LinkedIn, and even Facebook where users can easily share their ideas, links to relevant articles and use their words to express themselves, rather than look at their latest vacation photos.
Focus on the Personal
During the interview, whether it’s in-person or over the phone, ask about more than just the candidate’s work history.
Don’t be afraid to get personal.
Ask about their hobbies, how long they’ve lived in the area, what they like to do in the area, why they’re interested in working at your company, and why they got into this industry in the first place. These kinds of questions will give you more insight into your candidates’ career aspirations and their overall state of mind. If they land the job, you can even incorporate some of their goals and interests into the position, encouraging them to stick around for the long haul.
Look for candidates that seem like they’d be a good fit based on the corporate culture. You can also attend brand recruiting conferences to position your company as a great place to work.
Fill Out Your Recruiting Team
Don’t leave your recruiting team high and dry. Make sure the team has everything they need to hire the right candidate. If your team is understaffed, lacking resources, or simply ignored by the rest of your team, they will likely end up hiring the wrong candidate.
Give your recruiting team the support and resources they need to get the job done.
Ask the right questions, don’t waste their time and ask about more than just the person’s work history. Use these tips to hire the right candidate every time.