5 Tips for Hiring Resolutions in 2022
Candidate satisfaction in a tight job market can affect a company's long-term talent pool, employee retention, and brand reputation. However, my clients continue to cope with slow interview processes and poor communication, even at highly respected companies.
With the Great Resignation, I hope companies will resolve to improve hiring processes. In the interest of a better reputation, candidate/employee retention, and all-around kindness, I suggest the following resolutions for anyone involved in the recruiting process.
TEAMS CLEAR CALENDARS FOR INTERVIEWS
Interview teams can discuss the benefits of recruiting, like increased productivity, but they should also prioritize interviews and supply same-day feedback. [Tip: Pick a specific day and have all interviewers clear their calendar and schedule multiple candidates into this time.]
QUESTIONS ARE STRATEGIC AND RATINGS HAVE STRUCTURE
To streamline the process and lessen bias, each person on the team should ask the same questions of each candidate, understand the strategy behind each inquiry, and have a standard rating method. [Tip: Use the questions from Mark Cendella's "The Ladders Interview Guide" to draft your questions.]
CANDIDATES ARE RELEASED PROMPTLY
It's expensive to recruit talent. It's also inappropriate to string people along. HR should release all except the top three to five candidates early in the selection process with a quick rejection email. A thank you/rejection letter should be sent to the final candidate pool when a job offer is accepted. Providing feedback is not a requirement, but it's mandatory to be kind and give closure to job seekers. [Tip: Create a standard email rejection template.]
BROADER SEARCHES ADD DIMENSION
Most companies don't sell to a monolithic customer. They have customers of all shapes, sizes, genders, ages, preferences, and ethnicities and should hire accordingly. [Tip: Develop a prospective candidate profile.]
APPLICANT TRACKING SYSTEMS (ATS) ARE REVIEWED
Many of my clients receive ATS rejections and an interview request on the same day. The interview requests result from the candidate contacting a human decision-maker directly. However, without a full-scale review of the ATS process, companies should be worried about the talent they're losing to automation.
Companies – and the people that work there - don't mean to be unkind; they strive to hire the right candidate using the fewest resources. The suggestions above can streamline the process while respecting candidates and preserving an organization's reputation.
As a certified career coach, Hillary guides extraordinary people and their personal brands. She's a career solutionista that helps clients discover their unique worth to find new employment, pivot industries, or move toward cause-oriented work. When Hillary's not busy coaching amazing people, she rides bikes, learns about wine, cooks for friends, and travels globally with her family. Find out more and sign up for her newsletter at www.careersolutionista.com.