Try a New Hiring Technique in 2016

Do you have an open position for which you’ll soon be interviewing candidates? Then get your battle gear on, because now more than ever, knowledge workers are savvy job hunters who realize they’re in high demand. Below is a collection of interview and hiring process tips gleaned from the triumphs and failures of experienced recruiters and hiring managers. If your previous hiring process hasn’t produced the results you hoped for, add one of these techniques to help your interviews be more successful:

Write a clear job description. Recruiting takes time away from your normal responsibilities, so it may seem easy to just recycle an old job description. But honestly, the more time you spend up front defining exactly what you need, the more likely you are to find the right candidates sooner and preserve your company image. When candidates feel they’ve wasted time interviewing, word spreads fast.

Put candidates at ease by asking about something unrelated to work. “What was your favorite subject in high school?” or “Did you play a sport in school?” will not only feel nonthreatening but also begin to give you insight into the person’s character and preferences.

Be honest about your company culture and the challenges of the job. Don’t sell your wonderful company culture or fantastic job opening so hard that you hide their flaws–and ultimately blindside your new employee. No one wants to see you lose a discouraged new employee and have to start the candidate search all over again, missing production deadlines in the process.

Use behavioral interview questions to get the real story. Asking someone, “What would you do if…” will only give you an imaginary answer. It’s been proven that people’s past performance is the best predictor of their future behavior. Flazingo still offers a free behavioral interview guide customized to your open position–you can’t beat it.

Be very clear about your style of management, company culture, and the role’s day-to-day responsibilities. Candidates are looking for a good fit–and so are you. The clearer a picture you can paint of the manager’s style, your company’s environment, and the job itself, the better you’ll both know whether they’re a great match or not.

Try the undercover interview technique. After you’ve conducted the initial interview, have another person whose title is withheld show the candidate around the workplace. Candidates are more likely to reveal their true perspective and nature to someone whom they don’t perceive is the boss. Read this true story about undercover interviews.

Be prepared to compete. In this competitive candidates’ market, if you find a professional you really like, pursue him or her, even if you get an initial rejection! Today’s candidates are probably considering several offers simultaneously, so be prepared to show why your opportunity is better. The war for talent is very real, so put your money where your mouth is (non-monetary perks can work, too).

Be communicative with candidates throughout the entire process. One of candidates’ chief complaints is not getting feedback after the interview. Especially in this talent market, communication is the only thing that may keep them on the hook until your team can make a decision. Even calling to say you’re still working on making a decision is better than not calling at all–but the best plan of action is to keep your hiring process moving.

It used to be easier for employers to find qualified candidates, but those days are gone. If you hope to attract, screen, select, and retain new employees, you may want to try a new hiring technique in 2016. Arm yourself with these tips to tighten up your hiring process.

As your staffing partner, we’re here to help you in your battle to win the best talent. If we can help you with a workforce management issue or you wish to request an employee, click here or call (714) 993-1900.

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