There are a lot of challenges that come with hiring. One of the biggest is choosing which applicants to interview and which to reject immediately. But these mistakes aren’t inevitable – here are some strategies for avoiding them.
- Qualified Candidates Aren’t Applying
The first thing you need to do is be aware of the problem. Do you hear many complaints from your staff about how hard it is to find qualified people? Are candidates with great resumes turning down offers for interviews? If so, you have a hiring problem.
The solution depends on the cause of your hiring challenges. Are people hearing about how great your company is and just refusing to apply? Set up a steady stream of positive press about your company. Give interviews to reporters and speak at industry events. Make sure that anyone who knows the name of your business has a positive impression.
- Your Hiring Process Isn’t Transparent
Your hiring process should be designed so that everyone knows where they stand. That means doing two things.
First, make sure that your application process is as easy to complete as possible. This way, many more people will actually finish it.
Second, create a clear application/interview process with no hidden steps or expectations (e.g., “You’ll hear back from us within two weeks”). Make sure there are no surprises.
- Your Turnover Rate Is Too High
This is a bit of a chicken-egg problem. If your employees are leaving often, it’s probably because your company had a bad reputation before they even applied.
You need to fix that first. Correct hiring problems or work on improving pay/benefits or whatever the issue was. Once you’ve done that, you can focus on retention to avoid future turnover.
- Candidates Are Bailing Mid-Process
Maybe you received a great resume and had your interview lined up. Then something happened in that person’s life and they left without ever giving you a chance to convince them otherwise.
Your only hope is to aggressively go after candidates, propose a counteroffer to the higher-paying position, offer a promotion before the position is open, or offer more money. If you can’t get them to stay, at least you can make sure it’s not because your new job was more attractive than the one you were interviewing for.