Good employees are the engine of your company. Without them, you can’t meet deadlines or demand. However, as one of the leading staffing agencies in Dade County Future Force knows that finding workers with the right technical skills and personality traits can sometimes be a challenge.
If you’re struggling in this area, though, it might not be due to the quality of candidates available. It could be the result of your approach. That’s why it’s always important to take a step back and evaluate your hiring efforts when you aren’t getting the talent you want. To help you in the process, here are a few areas to focus on:
The job description.
A clear, cohesive job description is an important first step in the hiring process. If, however, yours is complicated and cumbersome to read through, the best candidates will simply move on. Also, if it’s too vague or generic, it’s not going to do a good job of selling the position and the opportunity. If you’re not attracting high caliber candidates, then your job postings are one of the first areas to assess and potentially revamp.
The application process.
Applying for your job should be a simple process that doesn’t take hours. But if you have long-winded instructions, a laundry list of requirements, and a difficult-to-use application platform, then top candidates will just walk away. Remember, you’re not basing your hiring decision on the resumes you receive. You’re just trying to put together a pool of potential candidates to interview.
The interview process.
During the interview process, you should be focused on evaluating the candidate and selling the opportunity. If, however, you’re not giving candidates a clear picture of why they should want to work for you, then they could accept offers elsewhere at companies that make their offers more attractive.
Instead, make sure part of the interview process involves a discussion about company culture, what makes your organization unique or innovative, and the perks and benefits of being an employee there.
Candidates want to know where they stand during the hiring process. But if you interview an applicant and they don’t hear from you for three weeks, they’re probably going to move on.
Aim to keep communication open during the process. If you don’t plan to hire a candidate you interviewed, let them know immediately. If you said you’d make a hiring decision by Friday, don’t leave candidates hanging until next Thursday. If there’s a delay, then simply give an update. Candidates will appreciate you candor.
Need more help finding great people to hire?
Call the team at Future Force. As one of the leading staffing agencies in Dade County, we can help you with every aspect of your hiring and staffing function, from writing job descriptions to communicating with candidates. Contact Future Force today to learn more.