January 10th, 2018 | Debbie Lamb, Sterling Talent Solutions
Three Tips to Landing Great Hires by Understanding Your Candidates
In the interview process, we expect the candidate has spent at least a little bit of time researching the company and the position they are interviewing for. An interview can go downhill quickly if the applicant does not have at least a high-level understanding of what your company does and what the job responsibilities are. Let’s take a look “across the table.” Has the hiring manager or recruiter spent much time understanding their candidates? Why does understanding a candidate matter?
Tips for Landing Great New Hires
Here are three tips you can use to get to know your candidates, harness that information and use it to land long-lasting and happy hires.
- Scope out what the culture fit looks like: You already have much of this information at your fingertips; you just need to tap into it. Start off by looking at the characteristics of those who have previously held the roles that you are currently hiring for. Identify high performers of your current employees to key into trends in their background, their experience and their career paths. By doing so, you’ll begin to identify common characteristics like education and work history, what life-stage they’re in, types of work/life balance they seek, milestones they expect in the future, and what their motivations, goals and concerns are. If you come to a point where you want a bit more information, consider tapping into LinkedIn or sending an anonymous survey to those in your organization who you’d like to glean from.
- Compile your findings: Document the personal and professional findings that you have discovered during your research. This can be a simple bulleted list or an elaborate two-pager complete with a write-up and a fictitious image of your “dream candidate.” What matters is that you have consolidated this highly valuable information into a quick, easily digestible tool.
- Focus on the target: Make sure your hiring teams know to use the gathered information during your applicant screening and interview process. They can focus on the things your company offers that matter to your candidates. They’ll also be better equipped with questions or scenarios to help assess your candidates and identify those quality characteristics that will lead to the best future employees.
Being fully prepared for candidate interviews is just one important aspect of creating a positive candidate experience. Every single touch point that occurs between a job prospect and organization will define a candidate’s unique experience. Touch points include career website visits, application processes, conversations with recruiters, interview scheduling, career fairs and job offers. A hiring manager desires to deliver both a consistent and positive experience for every applicant. The desired collective impact is an across-the-board reputation as a strong recruiting organization, which will result in hiring better quality talent.
Companies that have memorable candidate experience hold themselves more accountable for candidate experience and talent acquisition performance while measuring it regularly and consistently. These organizations are perceived by candidates as having a “fairer” hiring process which allows them to share why their knowledge, skills and experience deserves consideration for the jobs to which they have applied.
Applying the Approach to Customer Service
This approach works just as well with customer service. Build full client profiles around the types of customers that you serve. Then, use this information internally to help keep the focus on what your customer’s hopes, worries and motivations are. In each of our offices, we have teams of highly trained service and account professionals who are passionate about delivering the best service every day. It’s their business to know both the nuances of our client’s background screening program as well as the common screening practices in their industry.
Great Onboarding Leads to Ongoing Employee Engagement
Onboarding is the final stage in the hiring process. Onboarding solutions have an immediate impact on candidate experience, employee engagement and overall organizational success. Onboarding is just not a function of the Human Resources department. It takes a village to onboard a new employee. Good onboarding requires input from many different members of an organization from leadership to site leaders to IT and even marketing.
Because employees decide within their first year whether to stay with a company, it’s critical that candidates have a positive experience from interviewing through onboarding. Learn how to transform onboarding from a cumbersome, paper-laden process to one that engages top talent from the get-go by downloading Sterling’ eBook HR’s Guide to Onboarding: From Decision to Day One and Beyond.
This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.