Tips for Improving Your Hiring Process

Tips for Improving Your Hiring ProcessCredit Robocio/Shutterstock Hiring new talent is an inevitable and critical part of being a geschftlicher umgang leader, and its mora complicated than just reviewing resumes and conducting bewerberinterviews. There are many employer mistakes that might deter candidates, from poorly-crafted job descriptions to lack of communication about applications.However, there are also a few steps you can take that might ease the process and encourage only the best applicants. Here are six tips to improve your hiring process.1. Build a strong employer brand.According to an schreibstube Vibe report, mora than 75 percent of professionals are passive candidates who arent currently looking for jobs, but are open to new opportunities. Building a strong employer brand elendlage only reduces employee turnover by 28 percent, it also attracts these passive candidates to your company over others.A Glassdoor survey found that 69 percent of r espondents are likely to apply for a job if the employer actively manages its brand by responding to reviews, updating the companys profile and sharing updates on the companys culture and work environment.When you focus on building a well-known employer brand, you wont have to do as much active recruiting. Youll be a highly desired organization, flooding with applicants.2. Move as quickly and efficiently as possible.Office Vibe reported that the best candidates are off the market in 10 days. Its important to act quickly, especially when you know youre interested in a specific applicant. Even if you havent made a decision yet, you should follow up with the candidate often, discussing further details of the position to ensure youre on their radar. Also, respond to any questions or concerns right away to keep them updated throughout the process.Editors Note Looking for recruiting software for your business? Use the questionnaire below to get information from a variety of vendors for fr ee3. Write better job descriptions.Many companies write descriptions with lists of responsibilities and requirements, but a study found that this can alienate qualified employees,The Wall Street Journalreported.In the study, U.S. and Canadian researchers rewrote 56 job ads to emphasize two different approaches the Needs-Supplies approach, which focuses on what the company can do for the candidate, and the Demands-Abilities approach, which focuses on what the company expects from the candidate. Of the 991 responses, applicants who responded to Needs-Supplies job listings were rated higher than those who responded to the Demands-Abilities ads.Focus on what your company can do for tauglichkeit employees, and youll attract candidates who better fit your needs.4. Embrace digital trends and social media.fruchtwein people want to work for companies that keep up with the latest tech trends. Part of embracing the digital age means using public social media profiles for candidate research. Li ke fruchtwein employers, youll probably do a standardbackground checkon applicants, but the candidates social media profiles can offer mora details about the individual as a rolle and an employee,for better or for worse.While its legally risky to allow a candidates social media activity to factor into your hiring decisions, it can give you a better picture of someone youre interested in hiring. See related storyThe Pros and Cons of Social Media Background Checks5. Fit the personality to the job.Although the right skillset may landlandseem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot.Consider how a candidates personality traits align with the daily job tasks. For instance, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer.What kind of person you hire depends on the culture of organization and t he kind of job, said Maynard Brusman, a San Francisco-based psychologist and founding principal of consulting firmWorking Resources. A great person with all kinds of skills may be a good fit for one and a poor fit for another, simply based on their personality type.6. Improve your interviews.A study byLeadership IQfound that failures exhibited by new employees may result from flawed interview processes. Eighty-two percent of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time or lacked the confidence in their interviewing abilities to pay attention to red flags.According to Leadership IQ CEO Mark Murphy, this is because the job interview process focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success like coachability, emotional intelligence, temperament and motivation are often overlooked.Its important to allow prospective employees to interview y ou, too. Letting candidates ask questions will give you a gelegenheit to see whats important to them, Brusman said. It also gives them a aussicht to determine that they want to keep pursuing a job at your company, or to decide that its not the right fit for them.Be open and honest about what its going to be like to work for your company, Brusman said. You want to give a realistic preview of the work environment.7. Keep an eye on your reviews.Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips and reviews from current and former employees from sites such as Glassdoor.According to Glassdoor, 46 percent of its members read company reviews before they even speak to a recruiter or hiring manager. Top candidates may not even apply in the first distribution policy if they dont like what they see 69 percent of job seekers said they would not take a job with a company that had a badeanstalt reputation, e ven if they were currently unemployed.Based on Glassdoors data, two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Doing so can improve employee retention and lead to more positive reviews that will attract quality employees.Editors Note Looking for recruiting software for your business? Use the questionnaire below to get information from a variety of vendors for freeAdditional reporting by geschftsleben nachrichtensendung Daily staff. Some source interviews were conducted for a previous version of this article. Sammi Caramela Sammi Caramela has always loved words. When she isnt working as a geschftliches miteinander.com and geschftlicher umgang berichterstat tung Daily staff writer, shes writing (and furiously editing) her first novel, reading a YA book with a third cup of coffee, or attending local pop-punk concerts. Sammi loves hearing from readers - so dont hesitate to reach out Check out her short stories in Night Light Haunted Tales of Terror, which is sold on Amazon. Start Your geschftsleben geschftlicher umgang Ideas geschftlicher umgang Plans Startup Basics Startup Funding konzessionsverkauf Success Stories Entrepreneurs Grow Your Business Sales absatzwirtschaft Finances Your gruppe Technology Social Media Security Build Your Career Get the Job Get Ahead Office Life Work-Life Balance Home Office Lead Your Team Leadership Women in Business Managing Strategy Personal Growth Find A Solution HR Solutions Financial Solutions Marketing Solutions Security Solutions Retail Solutions SMB Solutions About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap 200 Fifth Avenue, Second FloorWaltham, MA 02451infobusinessnewsdaily.com Copyright document.write(new Date().getFullYear()) All Rights Reserved. Company About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap Network Business.com BuyerZone.comTips for Improving Your Hiring ProcessCredit Robocio/Shutterstock Hiring new talent is an inevitable and critical part of being a business leader, and its more complicated than just reviewing resumes and conducting interviews. There are many employer mistakes that might deter candidates, from poorly-cr afted job descriptions to lack of communication about applications.However, there are also a few steps you can take that might ease the process and encourage only the best applicants. Here are six tips to improve your hiring process.1. Build a strong employer brand.According to an Office Vibe report, more than 75 percent of professionals are passive candidates who arent currently looking for jobs, but are open to new opportunities. Building a strong employer brand not only reduces employee turnover by 28 percent, it also attracts these passive candidates to your company over others.A Glassdoor survey found that 69 percent of respondents are likely to apply for a job if the employer actively manages its brand by responding to reviews, updating the companys profile and sharing updates on the companys culture and work environment.When you focus on building a well-known employer brand, you wont have to do as much active recruiting. Youll be a highly desired organization, flooding with a pplicants.2. Move as quickly and efficiently as possible.Office Vibe reported that the best candidates are off the market in 10 days. Its important to act quickly, especially when you know youre interested in a specific applicant. Even if you havent made a decision yet, you should follow up with the candidate often, discussing further details of the position to ensure youre on their radar. Also, respond to any questions or concerns right away to keep them updated throughout the process.Editors Note Looking for recruiting software for your business? Use the questionnaire below to get information from a variety of vendors for free3. Write better job descriptions.Many companies write descriptions with lists of responsibilities and requirements, but a study found that this can alienate qualified employees,The Wall Street Journalreported.In the study, U.S. and Canadian researchers rewrote 56 job ads to emphasize two different approaches the Needs-Supplies approach, which focuses on what the company can do for the candidate, and the Demands-Abilities approach, which focuses on what the company expects from the candidate. Of the 991 responses, applicants who responded to Needs-Supplies job listings were rated higher than those who responded to the Demands-Abilities ads.Focus on what your company can do for potential employees, and youll attract candidates who better fit your needs.4. Embrace digital trends and social media.Most people want to work for companies that keep up with the latest tech trends. Part of embracing the digital age means using public social media profiles for candidate research. Like most employers, youll probably do a standardbackground checkon applicants, but the candidates social media profiles can offer more details about the individual as a person and an employee,for better or for worse.While its legally risky to allow a candidates social media activity to factor into your hiring decisions, it can give you a better picture of someone youre i nterested in hiring. See related storyThe Pros and Cons of Social Media Background Checks5. Fit the personality to the job.Although the right skillset may seem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot.Consider how a candidates personality traits align with the daily job tasks. For instance, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer.What kind of person you hire depends on the culture of organization and the kind of job, said Maynard Brusman, a San Francisco-based psychologist and founding principal of consulting firmWorking Resources. A great person with all kinds of skills may be a good fit for one and a poor fit for another, simply based on their personality type.6. Improve your interviews.A study byLeadership IQfound that failures exhibited by new employees may result from flawed interview processes. Eighty-two percent of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time or lacked the confidence in their interviewing abilities to pay attention to red flags.According to Leadership IQ CEO Mark Murphy, this is because the job interview process focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success like coachability, emotional intelligence, temperament and motivation are often overlooked.Its important to allow prospective employees to interview you, too. Letting candidates ask questions will give you a chance to see whats important to them, Brusman said. It also gives them a chance to determine that they want to keep pursuing a job at your company, or to decide that its not the right fit for them.Be open and honest about what its going to be like to work for your company, Brusman said. You want to give a realistic preview o f the work environment.7. Keep an eye on your reviews.Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips and reviews from current and former employees from sites such as Glassdoor.According to Glassdoor, 46 percent of its members read company reviews before they even speak to a recruiter or hiring manager. Top candidates may not even apply in the first place if they dont like what they see 69 percent of job seekers said they would not take a job with a company that had a bad reputation, even if they were currently unemployed.Based on Glassdoors data, two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Doing so can improve employee retention and lead to more positive reviews that will attra ct quality employees.Editors Note Looking for recruiting software for your business? Use the questionnaire below to get information from a variety of vendors for freeAdditional reporting by Business News Daily staff. Some source interviews were conducted for a previous version of this article. Sammi Caramela Sammi Caramela has always loved words. When she isnt working as a Business.com and Business News Daily staff writer, shes writing (and furiously editing) her first novel, reading a YA book with a third cup of coffee, or attending local pop-punk concerts. Sammi loves hearing from readers - so dont hesitate to reach out Check out her short stories in Night Light Haunted Tales of Terror, which is sold on Amazon. Start Your Business Business Ideas Business Plans Startup Basics Startup Funding Franchising Success Stories Entrepreneurs Grow Your Business Sales Marketing Finances Your Team Technology Social Media Security Build Your Career Get the Job Get Ahead Office Life Work-Life Balance Home Office Lead Your Team Leadership Women in Business Managing Strategy Personal Growth Find A Solution HR Solutions Financial Solutions Marketing Solutions Security Solutions Retail Solutions SMB Solutions About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap 200 Fifth Avenue, Second FloorWaltham, MA 02451infobusinessnewsdaily.com Copyright document.write(new Date().getFullYear()) All Rights Reserved. Company About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitema p Network Business.com BuyerZone.comTips for Improving Your Hiring ProcessCredit Robocio/Shutterstock Hiring new talent is an inevitable and critical part of being a business leader, and its more complicated than just reviewing resumes and conducting interviews. There are many employer mistakes that might deter candidates, from poorly-crafted job descriptions to lack of communication about applications.However, there are also a few steps you can take that might ease the process and encourage only the best applicants. Here are six tips to improve your hiring process.1. Build a strong employer brand.According to an Office Vibe report, more than 75 percent of professionals are passive candidates who arent currently looking for jobs, but are open to new opportunities. Building a strong employer brand not only reduces employee turnover by 28 percent, i t also attracts these passive candidates to your company over others.A Glassdoor survey found that 69 percent of respondents are likely to apply for a job if the employer actively manages its brand by responding to reviews, updating the companys profile and sharing updates on the companys culture and work environment.When you focus on building a well-known employer brand, you wont have to do as much active recruiting. Youll be a highly desired organization, flooding with applicants.2. Move as quickly and efficiently as possible.Office Vibe reported that the best candidates are off the market in 10 days. Its important to act quickly, especially when you know youre interested in a specific applicant. Even if you havent made a decision yet, you should follow up with the candidate often, discussing further details of the position to ensure youre on their radar. Also, respond to any questions or concerns right away to keep them updated throughout the process.Editors Note Looking for recr uiting software for your business? Use the questionnaire below to get information from a variety of vendors for free3. Write better job descriptions.Many companies write descriptions with lists of responsibilities and requirements, but a study found that this can alienate qualified employees,The Wall Street Journalreported.In the study, U.S. and Canadian researchers rewrote 56 job ads to emphasize two different approaches the Needs-Supplies approach, which focuses on what the company can do for the candidate, and the Demands-Abilities approach, which focuses on what the company expects from the candidate. Of the 991 responses, applicants who responded to Needs-Supplies job listings were rated higher than those who responded to the Demands-Abilities ads.Focus on what your company can do for potential employees, and youll attract candidates who better fit your needs.4. Embrace digital trends and social media.Most people want to work for companies that keep up with the latest tech tren ds. Part of embracing the digital age means using public social media profiles for candidate research. Like most employers, youll probably do a standardbackground checkon applicants, but the candidates social media profiles can offer more details about the individual as a person and an employee,for better or for worse.While its legally risky to allow a candidates social media activity to factor into your hiring decisions, it can give you a better picture of someone youre interested in hiring. See related storyThe Pros and Cons of Social Media Background Checks5. Fit the personality to the job.Although the right skillset may seem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot.Consider how a candidates personality traits align with the daily job tasks. For instance, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a c omputer programmer.What kind of person you hire depends on the culture of organization and the kind of job, said Maynard Brusman, a San Francisco-based psychologist and founding principal of consulting firmWorking Resources. A great person with all kinds of skills may be a good fit for one and a poor fit for another, simply based on their personality type.6. Improve your interviews.A study byLeadership IQfound that failures exhibited by new employees may result from flawed interview processes. Eighty-two percent of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time or lacked the confidence in their interviewing abilities to pay attention to red flags.According to Leadership IQ CEO Mark Murphy, this is because the job interview process focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success like coachability, emotional intelligence, temperament and motivation are often overlooked.Its important to allow prospective employees to interview you, too. Letting candidates ask questions will give you a chance to see whats important to them, Brusman said. It also gives them a chance to determine that they want to keep pursuing a job at your company, or to decide that its not the right fit for them.Be open and honest about what its going to be like to work for your company, Brusman said. You want to give a realistic preview of the work environment.7. Keep an eye on your reviews.Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips and reviews from current and former employees from sites such as Glassdoor.According to Glassdoor, 46 percent of its members read company reviews before they even speak to a recruiter or hiring manager. Top candidates may not even apply in the first place if they dont like what they see 69 percent of job seekers said they w ould not take a job with a company that had a bad reputation, even if they were currently unemployed.Based on Glassdoors data, two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Doing so can improve employee retention and lead to more positive reviews that will attract quality employees.Editors Note Looking for recruiting software for your business? Use the questionnaire below to get information from a variety of vendors for freeAdditional reporting by Business News Daily staff. Some source interviews were conducted for a previous version of this article. Sammi Caramela Sammi Caramela has always loved words. When she isnt working as a Business.com and Busines s News Daily staff writer, shes writing (and furiously editing) her first novel, reading a YA book with a third cup of coffee, or attending local pop-punk concerts. Sammi loves hearing from readers - so dont hesitate to reach out Check out her short stories in Night Light Haunted Tales of Terror, which is sold on Amazon. Start Your Business Business Ideas Business Plans Startup Basics Startup Funding Fran chising Success Stories Entrepreneurs Grow Your Business Sales Marketing Finances Your Team Technology Social Media Security Build Your Career Get the Job Get Ahead Office Life Work-Life Balance Home Office Lead Your Team Leadership Women in Business Managing Strategy Personal Growth Find A Solution HR Solutions Financial Solutions Marketing Solutions Security Solutions Retail Solutions SMB Solutions About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap 200 Fifth Avenue, Second FloorWaltham, MA 02451infobusinessnewsdaily.com Copyright document.write(new Date().getFullYear()) All Rights Reserved. Company About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap Network Business.com BuyerZone.comTips for Improving Your Hiring ProcessCredit Robocio/Shutterstock Hiring new talent is an inevitable and critical part of being a business leader, and its more complicated than just reviewing resumes and conducting interviews. There are many employer mistakes that might deter candidates, from poorly-crafted job descriptions to lack of communica tion about applications.However, there are also a few steps you can take that might ease the process and encourage only the best applicants. Here are six tips to improve your hiring process.1. Build a strong employer brand.According to an Office Vibe report, more than 75 percent of professionals are passive candidates who arent currently looking for jobs, but are open to new opportunities. Building a strong employer brand not only reduces employee turnover by 28 percent, it also attracts these passive candidates to your company over others.A Glassdoor survey found that 69 percent of respondents are likely to apply for a job if the employer actively manages its brand by responding to reviews, updating the companys profile and sharing updates on the companys culture and work environment.When you focus on building a well-known employer brand, you wont have to do as much active recruiting. Youll be a highly desired organization, flooding with applicants.2. Move as quickly and efficientl y as possible.Office Vibe reported that the best candidates are off the market in 10 days. Its important to act quickly, especially when you know youre interested in a specific applicant. Even if you havent made a decision yet, you should follow up with the candidate often, discussing further details of the position to ensure youre on their radar. Also, respond to any questions or concerns right away to keep them updated throughout the process.Editors Note Looking for recruiting software for your business? Use the questionnaire below to get information from a variety of vendors for free3. Write better job descriptions.Many companies write descriptions with lists of responsibilities and requirements, but a study found that this can alienate qualified employees,The Wall Street Journalreported.In the study, U.S. and Canadian researchers rewrote 56 job ads to emphasize two different approaches the Needs-Supplies approach, which focuses on what the company can do for the candidate, and t he Demands-Abilities approach, which focuses on what the company expects from the candidate. Of the 991 responses, applicants who responded to Needs-Supplies job listings were rated higher than those who responded to the Demands-Abilities ads.Focus on what your company can do for potential employees, and youll attract candidates who better fit your needs.4. Embrace digital trends and social media.Most people want to work for companies that keep up with the latest tech trends. Part of embracing the digital age means using public social media profiles for candidate research. Like most employers, youll probably do a standardbackground checkon applicants, but the candidates social media profiles can offer more details about the individual as a person and an employee,for better or for worse.While its legally risky to allow a candidates social media activity to factor into your hiring decisions, it can give you a better picture of someone youre interested in hiring. See related storyThe P ros and Cons of Social Media Background Checks5. Fit the personality to the job.Although the right skillset may seem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot.Consider how a candidates personality traits align with the daily job tasks. For instance, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer.What kind of person you hire depends on the culture of organization and the kind of job, said Maynard Brusman, a San Francisco-based psychologist and founding principal of consulting firmWorking Resources. A great person with all kinds of skills may be a good fit for one and a poor fit for another, simply based on their personality type.6. Improve your interviews.A study byLeadership IQfound that failures exhibited by new employees may result from flawed interview processes. Eighty-two percent of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time or lacked the confidence in their interviewing abilities to pay attention to red flags.According to Leadership IQ CEO Mark Murphy, this is because the job interview process focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success like coachability, emotional intelligence, temperament and motivation are often overlooked.Its important to allow prospective employees to interview you, too. Letting candidates ask questions will give you a chance to see whats important to them, Brusman said. It also gives them a chance to determine that they want to keep pursuing a job at your company, or to decide that its not the right fit for them.Be open and honest about what its going to be like to work for your company, Brusman said. You want to give a realistic preview of the work environment.7. Keep an eye on yo ur reviews.Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips and reviews from current and former employees from sites such as Glassdoor.According to Glassdoor, 46 percent of its members read company reviews before they even speak to a recruiter or hiring manager. Top candidates may not even apply in the first place if they dont like what they see 69 percent of job seekers said they would not take a job with a company that had a bad reputation, even if they were currently unemployed.Based on Glassdoors data, two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Doing so can improve employee retention and lead to more positive reviews that will attract quality employees.Editors Note Looking f or recruiting software for your business? Use the questionnaire below to get information from a variety of vendors for freeAdditional reporting by Business News Daily staff. Some source interviews were conducted for a previous version of this article. Sammi Caramela Sammi Caramela has always loved words. When she isnt working as a Business.com and Business News Daily staff writer, shes writing (and furiously editing) her first novel, reading a YA book with a third cup of coffee, or attending local pop-punk concerts. Sammi loves hearing from readers - so dont hesitate to reach out Check out her short stories in Night Light Haunted Tales of Terror, which is sold on Amazon. Start Your Business Business Ideas Business Plans Startup Basics Startup Funding Franchising Success Stories Entrepreneurs Grow Your Business Sales Marketing Finances Your Team Technology Social Media Security Build Your Career Get the Job Get Ahead Office Life Work-Life Balance Home Office Lead Your Team Leadership Women in Business Managing Strategy Personal Growth Find A Solution HR Solutions Financial Solutions Marketing Solutions Security Solutions Retail Solutions SMB Solutions About Us Co ntact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap 200 Fifth Avenue, Second FloorWaltham, MA 02451infobusinessnewsdaily.com Copyright document.write(new Date().getFullYear()) All Rights Reserved. Company About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap Network Business.com BuyerZone.com