over the years.
For recruiters and employers alike, there is nothing more gratifying than finding a candidate whose skills fit the open position and also aligns with their company culture.
On the flip side, that also means there is nothing more frustrating for a recruiter or employer when they get it wrong.
When companies make bad hiring choices, they’re making costly mistakes. Not only does it impact their bottom line, it also affects their office productivity and employee morale.
While there is no guaranteed method for completely avoiding bad hires, there are ways to significantly reduce your risks of choosing the wrong candidate while ensuring you’re attracting the best candidates for your positions.
To help you get started, we’ve put together a list of four tips for fine-tuning your recruiting initiatives.
1. Write Accurate Job Listings
This may seem pretty basic, but it’s a step that often gets overlooked. Read over your current job postings to ensure you’re describing the job accurately and in a way that’s easy to read. A great job posting should describe what the job entails (think loosely day in the life) and describe who would be successful in that role. Even slight changes, like listing key job responsibilities, can help improve your results.
2. Create a Painless Process for Applying
If your prospective candidates are forced to fill out several pages of information before even submitting a resume, there’s a good chance you’ll lose them before they apply. The candidates you’re looking for are highly-skilled, which means they probably have many other employment options to consider. If applying for your jobs is complicated or cumbersome, your best candidates may just give up and go elsewhere. Plus, once they’re gone there is little chance they’ll ever be back or recommend you to their peers. Your recruiting/hiring process is a reflection of your company. Make sure it shows that you're sensitive to candidates’ needs.
3. Manage Relationships
There are many occasions where recruiters will come across a candidate who doesn't fit the job opening but could be a great prospect for a job in the future. For candidates like this, create a system that helps you stay in touch. By keeping close communication with key prospects, you can help make sure your employer is the candidate’s first choice when looking to make a career change. Send your best candidates current openings and company announcements to help keep prospects engaged and interested in your company’s opportunities
4. Direct More Attention to Social Media
Take advantage of social platforms where job seekers already spend most of their time. LinkedIn, Facebook and Twitter are great tools to leverage when sourcing for candidates. If your company already operates a Facebook page, don’t forget to post job openings there! Even if your fans don’t identify with the position, providing a link will encourage them to share the job with someone who they know who may be a better fit.
Obviously, it’s difficult to avoid ever making a bad hire, but the goal is to minimize the frequency by taking the right steps to prevent it. Pay attention to your job descriptions, provide easy apply tools, nurture candidate relationships and invest in social platforms. Each step will help improve your candidate selection and ultimately your chances of landing that next great hire.
I hope this would help at-least the newbies who struggle in building/maintaining relationship with their candidate's.ThanksAbhijit…
ng friends on Facebook.
In an industry known for indiscriminate and promiscuous linking (Recruiting), Jason Davis has started what might be the Social Software version of the Slow Food movement. "Having Friends", Jason's post on RecruitingBlogs.com is an introduction to introducing ourselves to each other. How you use your networks is a question of what you want and what your network wants. Jason is wrestling with the question of what the network wants. He introduced the "An Hour with...." project to underline the emphasis on intimacy.
As I waded into the deeper relationship mine field, I was handed a number of opportunities. I asked Craig Silverman to spend an hour with me and we're going to do it on the 26th. Wednesday morning, I spent an hour talking with Michael Johnson from avature. It was a great start and we're talking again next week.
My first experience with the power of this idea came from Jerry Albright who posted "Wanna be my friend? It's easy - just call me - 260-347-1715 - let's get real". It's exactly the sort of thing JD was trying to promote. So I called him. We talked for an hour the first time. Into the conversation, it became apparent that he had built a product called Verbal Summary. Ultimately, I asked him to give me a demo. Jerry was so focused on delivering value to recruiters that I had to see what he was talking about. (This video will tell you a little bit more about Verbal Summary)
So, earlier this week, I got on the phone with Jerry for a demo of Verbal Summary. It's a cool tool. At $50/license/month, there are few purchases that will give you a better return on investment. The software does three things really well:
It helps your client (hiring managers) distinguish great potential hires from run of the mill candidates.
It tracks the Resumes you send and the customer's handling of each individual resume.
It brands your product with your logo and identifying information. Resumes are sent as PDF files that can be easily configured to include your branding)
The tool gets its name from its most observable feature. With Verbal Summary, you can easily record, edit and store recordings of interviews and job descriptions. The software makes it easy to create, send, archive, forward and manage audio files. The idea is that hearing a candidate in her own voice will distinguish one resume from another. Jerry says that it is a great value-add for recruiters. The idea is sound (no pub intended).
The second feature, tracking is a fantastic way to get your customer's pulse. Are they opening the emails you send, are they looking at the resume? The dashboard summarizes customer transactions with your products. Until now, the only way to do this has been a cumbersome and very manual process using read receipts in Outlook. With Verbal Summary, you get immediate information when your customer reviews your materials.
Branding and the ownership of data are hot buttons for recruiters. By automatically adding your branding information, Verbal Summary allows you to preserve the value you create while your product travels around the customer. There is enormous comfort (and great risk reduction) associated with knowing that your materials are tagged with your information.
The great thing about Verbal Summary is its focus and simplicity. The tool does three very useful things and doesn't try to be more.
Jerry told me that he'd give RBC members a discount. I think it's a bargain at $50/month. If I were you, I'd get Jerry committed for a long term contract. The service is worth more than he's charging for it and the price is bound to go up.
As I said at the outset, "it's not the shovel, it's the garden." That means that the tool is not as important as what users do with it. Both Verbal Summary and An Hour with.... are great examples of using technology to improve the lives of users.