- Make sure your organization is clear on what you need. Starting the hiring process without a clear understanding of what talent your company needs is problematic. The hiring process should make what you are seeking clearer but not be the method you use to define what it is you are seeking. The “I’ll know it when I see it” approach is an ineffective way of hiring. Be very clear on what it is you need prior to sourcing candidates. Certainly fine-tuning can be done but completely revamping the job description as a result of the interviews you are conducting indicates you were unclear on the role to begin with. In a startup or smaller company hiring process, things change quickly, but still try to map out what you need before you begin. If a position can be outsourced, truly look at the pros and cons of hiring someone in house vs. outsourcing prior to starting a search, not during or after. We understand that a lot of companies are moving faster than their hiring process but you really have to do the work in hiring to ensure you are getting the best people.
- Make sure the job can be filled. If there are moving parts that can be adjusted, adjust them. “Wish lists” are not job descriptions. If your company does not fall in a major market but a secondary market you may need to consider virtual / remote options or satellite offices to get the best talent in major cities. If you are seeking a highly sought after skill set, consider what you can do as a company to attract talent who regularly receive multiple job offers. What can you bring to the table to set your company apart?
- Make sure you can afford the person you are seeking. Measure what you are seeking against the current demand for talent in your market. The demand for talent in certain skill classes are pricing the talent market, not dated reports of what talent “should” be making in a job market. Make sure you are aware of the current market; it is changing constantly, so keep up to date.
- Understand the difference between hiring passive talent and active talent and how your process must adjust accordingly. Active talent are actively seeking a job. Passive talent are actively working; they may entertain an opportunity if the right factors exist for them to make a move. If you are engaging a passive talent, understand the motivations behind their potential move and understand what you as a company need to do to attract them. Hiring is a two way street with motivations and desires on both sides. If your company is viewing hiring as a one way street, your company will probably not be competitive enough to get the best talent out there.
- Streamline your process, remembering candidate experience is important. Make sure if you use team hiring in your organization, that everyone is prepared. Refer to our previous blog post on candidate experience for more ways to improve your hiring process.
BLOG