Don’t Scare Them Away: An Easier Hiring Process will Attract Better Candidates

September 28th, 2012

You’re looking for a new employee but you don’t know where to begin? The first step should be to audit your current hiring process and evaluate if there are any changes or streamlining that can be done. The easier it is to interview with your company the more confident candidates will feel and you’ll be better able to gauge their abilities. Make your process easy to navigate and you will see returns. Here are 6 simple steps to improving your hiring procedures.

  1. Establish the difference between applicant and candidate. Many individuals become frustrated with the application process. They feel like they have spent so much time filling out application paperwork or sending resumes to an online “black hole” only to never hear back. Make sure that people understand that the application is the first step in the process. Let them know that their information will be reviewed and that qualified candidates will be contacted.
  2. Make the job description accurate. It is frustrating for a potential candidate to see a job description online that describes them perfectly but not feel like they were considered for the position. Part of the onus on this is certainly on the applicant – if they feel they are a fit for the position they should customize their resume to reflect it. However, if you are specific about the skills you are seeking in the job description you will receive more qualified candidates from the start.
  3. Communication between hiring managers and recruiters. There is a saying “the right hand doesn’t know what the left hand is doing.” Many candidates feel like they get caught in the middle between members of the hiring team who seem unable to provide consistent answers to questions. Make sure that the managers communicate with the recruiters about what they need before the first candidate is ever brought in.  If everyone on the same page the experience will be much more pleasant.
  4. Create an order to the process. Make sure the steps of the interview and hiring process are in a realistic order. It does little good to have a requirement for college GPA but not check the records until after the candidate has been through four interviews and you’re ready to make an offer. Establish the flow of the procedures before you even begin to look at resumes.
  5. Use Skype or Google+ Hangouts. When you’re interviewing candidates who live elsewhere, you should utilize technologies that make communication easier. By using free online video conferencing services you can create a comfortable experience that will not only make the candidate feel like you’re serious about meeting with them but can also can give you the opportunity to assess their body language and communication skills.
  6. Stop looking for perfection. Many hiring managers will have a vision in their mind about what the perfect candidate looks like. They want very specific skills and experience. While you don’t need to compromise on everything it is best to eliminate the need for perfection up front. Many really good candidates are disqualified because of something relatively small and trainable. If a candidate checks most of your boxes and you feel as though they will get along personally with the team, you may want to take the leap.

Are you looking for ways to make your hiring process better? Contact Meador Staffing today to see how we can help you!

Warning Signs of a Bad Hire

July 20th, 2012

Warning Signs of a Bad Hire

It happens to all employers at one time or another. A candidate with an outstanding resume aces the interview for an open position and gets offered the job. Everyone is thrilled to have the new employee on board and the future’s never looked better.

Slowly – or right away – the sobering realization kicks in: We’ve made a bad hire.

Wouldn’t it be great to know some warning signs before the above scenario plays itself out? Think about these cases:

Hates new ways of doing things. On the surface, this individual seems to have the right combination of skills and experience for the new job. As it turns out, he comes with his own way of doing things and doesn’t want to change, no matter what.

Can’t think big. This person has a great track record working in a limited capacity. Given the opportunity to take on bigger responsibilities, she freezes. The scope of the new job is just too much for her.

Too much drama. Some people don’t show this side during the new-hire process. But once they’re on the job, you find that there’s always some drama going on – dispute with a co-worker, arguments with the boss, just an all-around, attention-grabbing pain-in-the-neck.

I’ll do anything! This individual promised early on that no job is beneath him, no matter how trivial. He claims to have huge enthusiasm for being “part of the team.” Then it turns out they really don’t want to do the paperwork connected with a new initiative or jump in and do a bit of “grunt work” needed to move a project forward.

Chances are, you’ve seen these people before. So what can you do to improve the hiring process?

First off – slow down. The quicker you bring a new person on board, the higher the likelihood is you’ve made a bad choice. Study the wording of their resume. Take time to research their work history. Ask their references a couple of tough questions. If alarm signals start going off, don’t hesitate to move on to the next candidate.

During the interview, look closely at how the individual comes off, not just what they say. Are there any little quirks displayed that might spell trouble down the road? Does she appear, despite her sterling credentials, someone who might not play well with others? It’s a gut-call on your part, but one worth heeding.

Finally, do your best to match the candidate’s past performance with what’s required in your open position. If it seems there’s a huge gap to overcome, and a lot time will be needed to get this person up to speed, it may be the moment to think about someone else. Use assessment tools to determine whether the potential new hire has the ability to hit the ground running.

Meador Staffing Services delivers flexible and customized staffing solutions for employers across Texas and beyond. Contact us for details on how we can help you.