10 Steps To Better Hiring
Industry Observations
- The National Unemployment Rate, as reported by the Bureau of Labor, is at 4.7%. The unemployment rate for mid and upper level professionals is at 1.7% to 2% varying by industry. This represents another 0.5% drop from last year.
- Our Talent Pool in each of our industries is shrinking.
- Great candidates are looking at opportunities, but they have many choices to choose from.
- Companies are making very aggressive counter offers to keep them.
- Candidates are more than ever looking at work / life balance in their decision on which companies they will work for.
- Many companies are making exceptions to work schedule to maintain work life balance such as; remote work days, flex schedules, in-house day care.
- Candidates are researching companies from products and balance sheets including the culture and environment of your company.
- On boarding is not done well by some companies. With so many choices a growing percentage of people are quitting after accepting and / or starting their new job.
- Candidates are becoming hesitant when it comes to relocation. They would rather stay near family.
- Some companies do not realize their interview process is way too long.
Action Items
- Hire the best, but have your process in place.
- Use a recruiter that is an industry expert. Streamline your hiring process. Multiple interviews and trips over an extended time frame will cause you to lose people to the efficient and swift.
- Tightly define the skills necessary for the Candidate to be successful. Limit your list to no more than 5 items. What is critical?
- Don’t make a low ball offer. It is a waste of time and your image. They are not being accepted.
- Give quick feedback to your recruiter. Let them know how to redirect their efforts.
- When interviewing sell your company: the opportunity, the products, the vision, the culture, and the work/life balance.
- Make interviewing a positive experience for the candidate.
- Review how to better onboard new people. Make the first weeks busy but have their decision to join you supported by what they feel and see.
- Have a complete on-board process in place from the minute the offer is made and accepted throughout the first 90 days of employment with your company.
- Make sure your website presents your company in ways that attracts candidates.