How to bring in the best job applicants
Employers and hiring managers hope to attract the best potential candidates for a position within their companies, but that’s not always the case. To ensure you’re bringing in and spending your time with the best potential employees, you must come up with a streamlined recruiting strategy. Posting the job on career sites may help you gain prospects, but that doesn’t necessarily mean you’re going to find your next staff members. Here are a few ways you can shape up your hiring strategy and bring in the best job applicants:
Redraft your job descriptions
When was the last time you analyzed the position’s task description? Have you made changes to the job since the last time you posted it? Make certain you explain exactly what the position entails. This can help to funnel out applicants who don’t meet your specific skills and experience requirements.
“Be honest about the salary range when you post the position.”
Also, U.S. News & World Report recommended being upfront about salary. If you don’t mention pay wage until you offer up the position, that specific, qualified candidate you have your eyes on may be thrown off and turn down the opportunity. Be honest about the salary range when you post the job listing, or at least during the first phone screening.
Post the position properly
Sure, you can send out an email blast or post the position on a classifieds advertisement website, and it will certainly bring applicants in – but not necessarily the ones most qualified for the job. Instead of marketing the position in every possible outlet, stick to targeted industry publications, as suggested by Entrepreneur.
…Or consider referrals
Did you know that the highest applicant-to-hire conversion rate comes from employee referrals? It’s about 7 percent, accounting for 40 percent of all hires, according to Undercover Recruiter. When you reach out to existing employees of the company for leads on their colleagues or past co-workers, they’ll likely only connect you with someone who they feel could handle the position and fits best with the company culture.
Rethink your application
If your application is loaded with yes or no questions that don’t relate to situations an employee will encounter on the job, it’s time to switch things up. Monotonous question-and-answer applications will turn away candidates who are willing to put in the effort to impress you before the first interview. Send out an application that doesn’t waste someone’s time with questions a robot could answer.
Respect your candidates’ time
Beyond creating a simple and streamlined application, make sure to respect your time from the moment they show interest in the position until you potentially make an offer. If you lose track of time and let a meeting roll into the interview slot, or cancel the interview last minute, the potential candidate could lose interest in your company due to lack of respect. Be mindful of everyone’s time during – and after – the interview process.
Arrange them to take a pre-employment test
In the application, make it clear that they will take a pre-employment test at some point during the interview process. This can make certain applicants reassess their readiness for the position if they feel like they cannot pass the test.
Testing your potential employees after their first interview also acts as a second chance for them to prove themselves. Essentially, it’s also another opportunity for you to weed through the underqualified candidates and find the best employee for the position.