10 Things to Have on Your Hiring Checklist This Year

10 Things to Have on Yur Hiring Checklist This YearYou know what they say, out with the old and in with the new. Undoubtedly, a good portion of this past year was spent advertising job openings, screening applicants, and bewerberinterviewing hundreds of candidates. As a result, youre stressed, overwhelmed, and overworked. Fortunately, a new year means a fresh start and an opportunity to adopt better hiring practices.In fact, a 2015 CareerBuilder survey revealed that 48 percent of CEOs say their companies have lost money because their recruitment process is inefficient. The hiring process never ends and neither should the will to adopt efficient and innovative hiring practices.So, here are 10 things to include on your hiring checklist this year 1. Understand the needs of the companyThe first thing any recruiter should include on their checklist is understanding the needs of the company theyre hiring for. This is done by examining the position they wish to fill, the skills required, a nd the team environment.If a company has trouble understanding their own needs, be sure to help them articulate their expectations and preferences. A thorough understanding of this will help hiring managers find top-tier candidates who will best fit into the company culture, outlook, and strategy over the course of the year and beyond.As a recruiter, you MUST know the needs of the company youre recruiting forClick To Tweet2. and who fits those needs.The next priority on the checklist should be understanding who you are looking for. CareerBuilders 2015 Candidate Behavior study reported that 54 percent of employers have admitted that, in the past five years, it has been increasingly difficult to find qualified job candidates.By giving your iverstndigung im strafverfahren candidate a specific persona its easier to understand the schrift of candidate you want to hire. Start by asking yourself these questions What do they do in their free time? What did they go to school for? Does their previous job experience add value to the company? Are they on social media? If so, which sites?Hiring professionals need to step inside the shoes of their ideal candidate and create messages to attract that specific person. Using the persona method will give you new insight into how to find, connect, and recruit top talent.3. Develop a killer recruitment message.When candidates landsee a job youre hiring for, will they read a list of boring bullet points about what skills and experience the ideal candidate should possess? Or will they watch a short video clip that illustrates previous candidate success and company culture? In todays competitive job market, outdated job ads will fail to succeed in standing out among the variety of job postings today.The message sent needs to speak volumes about the company and its brand. Consider creating a company introduction video, emails, and social shares for your campaign. The online food delivery service, GrubHub, for instance, used Snapchat to search for a social media intern with wicked Snapchat skillz. The company posted a six-image photo slideshow explaining how interested candidates could apply for the position with a snap of their best doodle. GrubHubs tech-savvy recruitment campaign allowed candidates to show their humor, creativity, and social media skills. The position was then posted on Twitter for talented candidates to see and respond to.Additionally, as interview technology advances, it can be customized to bring your recruitment message into the interview in the form of branding options (company logo, color scheme, etc.), introductory videos that play prior to the interview, and photo libraries designed to showcase company culture.4. Cater to the job seeker.The aforementioned CareerBuilder study revealed that, when a position opens up, 72 percent of hiring managers first look at their internal resources, including their ATS, talent network, and referrals, before posting a job. But where are you looking bey ond that?Consider the age of your ideal candidate. Are they a tech-savvy Millennial? Or are they a more experienced baby boomer whos accustomed to looking for jobs in the daily paper? Find out where your desired candidates are searching for jobs and target those sources. Todays job seekers are largely mobile, meaning they are looking for jobs on their phones, tablets, and computers. In fact, a 2014 Glassdoor survey of 1,000 employees and job seekers found that 45 percent of respondents reported that they use their mobile device specifically to search for jobs at least once a day.Cater to the mobile job seeker by actively posting job openings online and making it easy to apply using a variety of devices. Job seekers dont want to spend hours of their time creating a username, password, and profile to apply for a single job one they might not even land.5. Connect with candidates socially.As recently discussed, having access to mobile job postings is a priority for the majority of job seekers today. In fact, in the previously mentioned Glassdoor survey, 59 percent of respondents said they believe they have a better weg of being considered for an interview if they respond right away online. Integrate social media into your hiring process by distributing interview invitations on various social channels. Heres a great example of a sharable Tweet invite Im currently interviewing candidates for a Web development position in Portland, OR. Interview here link. Reach out to talent in the same way you connect with them. In addition, researching candidates on social media gives you an inside look at who they are, what they like to do, what they value, and more. But you may not always like what you see. For example, a candidate might seem impressive based on their LinkedIn profile, but their Twitter page could say otherwise. Maybe you notice the majority of their Twitter feed consists of tweets that bash their current employer. A candidate with a negative attitude that is m ade so public is a major risk for any employer. After all, no one wants to hire a disgruntled employee.A candidate with a negative social media presence is a MAJOR risk SocialRecruitingClick To Tweet6. Update and improve hiring methods.Are your hiring methods up-to-date? In the previously mentioned CareerBuilder survey, 65 percent of hiring respondents said that, while their candidate experience is generally good, it needs improvement. But, is good really ever good enough? The short answer is no. Hiring methods can always be better.If youre having trouble filling positions, its most likely because your hiring methods are deckenfries in the past. Stop wasting your time and that of the companys conducting hundreds of interviews for weeks on end at the office. The monotony of it all will kill your enthusiasm and company culture.Instead, opt for video interviews. A live video interview allows you to meet with candidates in real-time, regardless of their location. These face-to-face in terviews are virtually interactive and save time for everyone involved. In some cases, job candidates live in a different state. Video interviews save companies and candidates money on travel expenses associated with the traditional in-person interview. The location is remote, and the only associated cost is that triple shot vanilla latte you bought to help you concentrate. Phone interviews dont always pan out to be that helpful, either. You have to first schedule the interview and figuring out a time that works for both parties isnt always easy. Schedules clash, and before you know it, a week went by before any progress was made. Finally, the phone call is made and you have to remember everything the candidate says in order to determine if theyre worthy to move on to the next step of the hiring process. For these reasons, the one-way video interview is a great alternative. The feature allows you to create a premeditated list of questions for candidates so that theyre able to ans wer on their own time. Whats more, it solves the scheduling issues that traditional interview formats present because only the candidate has to be present during the actual interview. After the one-way interview is recorded, the hiring manager can then determine if they are a good fit to move forward. All the responses can be kept in a digital library of video interviews for you to review, as you please. These various methods of interviewing will save you time and money by weeding out unqualified candidates. Why VideoInterviewingSoftware needs to be on your hiring checklist this yearClick To Tweet7. Keep candidates in the loop.Weve all experienced the dreadful week or two of wondering if or when we will get the offer, obsessively checking our phone and email for any sign of relief. Candidates are counting on a follow-up to let them know where they stand in the hiring process. Its important to have a system in place that is timely. Applicant tracking systems, for instance, allow yo u to send automated responses ranging from, Unfortunately, we dont feel this is the best fit, but feel free to apply to one of our other open positions, to This position has already been filled, but well keep your rsum on file for future openings. Remember, candidates always appreciate a response even if its not the one they hoped for.8. Support better collaboration.Hiring is a major decision and there is no logical reason to exclude it from collaboration. The advantages that internal and external collaboration present makes it important to include on your hiring checklist. By involving employees, youll get different perspectives, as well as hear from the people whose opinion matters most the employees who will become the candidates co-workers.Video interviews are an excellent way to get the team on the same page when hiring new employees. The feature allows you to share and play back the interview as many times as you want, allowing for a completely transparent hiring process.The fact that your firm intimately involves employees in this and other important decisions will build your external brand image and improve future recruiting. In addition, recruiters can keep the best candidate interviews on file for their clients.Plus, nobody likes to be left in the dark about hiring process decisions.9. Make a unique offer.Informing a candidate that they got the job should be so much more than a simple email or phone call. In fact, the previously mentioned Candidate Behavior study, released by CareerBuilder, found that 45 percent of job seekers say they are less likely to buy from a company they received a low offer letter from.As the hiring manager, you represent the company brand. So, its important to be unique and have fun with the offer. For example, send a welcome package to the candidates address filled with company swag, includingCoffee mug with logoT-shirtWater bottleGym membership (if applicable)Offer letterMost importantly, make it an offer they wont be ab le to refuse.10. Reject, and end on good terms.Ah, the most uncomfortable step of the hiring process rejection. Fortunately, if done the right way, it doesnt have to be so dreadful. Simply ask yourself the following Have you been honest with the candidate? Have you left anything open for interpretation? Many organizations never get back to the candidates that dont make it through the process. However, this isnt necessarily because theyre avoiding it, many just dont know how to reject job candidates. A quick and honest response is important to give even if it is to give bad news. Its never a bad idea to let the candidate know they werent chosen to move forward in the hiring process because there was someone who more closely aligned with the companys needs. Additionally, dont shy away from providing candidates with a little constructive criticism. Trust that they will appreciate the feedback for future interviews. If they had a weak interview, tell them why. You could say, You have a great deal of impressive work experience, however, youre presentation during the interview was not as strong as the other candidates. If the candidate did a good job, tell them their resume and interview will be kept on file and considered as future positions open up. Most importantly, thank them for their time. Its important to maintain a positive candidate experience for the sake of the company brand and for future interviews. Talent talks dont give them a reason to badmouth the company to other potential job candidates. A hiring checklist is necessary when looking to fill a position effectively and efficiently. But this list, in particular, is designed to help companies land todays top talent. Staying current with the latest interview methods and trends is a learning process and challenges you to be innovative at every stage of the hiring process.A must-read 10 Ways to Land Todays Top TalentClick To TweetWhat do you plan to include on your hiring checklist this year?