Innovative strategies to hire smarter

The American workplace is transforming with the influx of new technology and new generations of workers. While some companies are choosing to ignore the changing landscape of the hiring process, others are deciding to embrace it completely, developing new strategies hire smarter and reinventing the way hiring managers approach the process.

One of the main areas of the hiring process affected by these changes is the way hiring managers and potential employees interact. Traditionally, applicants are at the mercy of authoritarian managers, who don’t give them any indication as to whether or not they did well in the interview or have a chance at the position.

Now, Liz Ryan at Forbes wrote that hiring managers should approach the hiring as a relationship-building process. Giving advice to applicants, interviewing them in a causal setting or simply being friendly throughout the process will allow the candidates to feel more at ease and hopefully provide you with a more honest portrayal of whether or not they would be a great fit for the job.

New technology is revolutionizing the way hiring managers interact with applicants and how they draw in new talent.

Though hiring managers may have new approaches to interacting with applicants, they also need to develop innovative strategies to draw in talent.

“Attracting the best and the brightest people to join your company is the goal of any good leadership team, but finding those people requires serious creativity in your recruiting efforts,” Amy Rees Anderson at Forbes explained.

Appealing to younger generations by using job seeker applications or social media can not only broaden your applicant pool, but could help you interact with them in an entirely different way. This method could further break down the invisible barriers standing between hiring mangers and candidates, leading to a more personable hiring process.

Depending on your organization’s policies, you may be able to offer employee referral bonuses or rewards. Motivate your employees to reach out to their talented loved ones who may be a good fit for the position with days off, prizes or other incentives unique to your company should you hire the employee.

“A bonus of some kind or a cash award for every prospect recommended who is then hired and lasts a significant amount of time, say a year or six months, often works great,” Barry Maher of Barry Maher & Associates explained to Jaqueline Thomas at Fit Small Business. “Your current employees know what it takes to do the job. They have a vested interest in bringing in people who will make the workload lighter, not heavier.”

To further ensure that you are hiring the best candidates for your company, integrate pre employment tests into your screening process. While many of these strategies are effective for drawing in talent or gaining further insight into their character, employment testing will provide you with accurate results regarding what skills your applicants possess and do not. This cuts through the facade of exaggerated resumes or interviews, so that you can be confident that you will hire smarter.