Everyone’s looking for a job

“Julius Caesar practiced employee referral incentives back in ye ole days of 55 B.C. And wars or not, there have always been talent shortages — which means the better experience you can provide job seekers, the more competitive advantage you can gain.” – Meghan M. Biro, TalentCulture

Jobs are in demand, and that’s never going to change. In fact, a lot of employees applying for jobs are applying for multiple jobs at the same time. What happens if your candidate gets offers from other companies? Well, then you’d better find and flaunt your competitive edge. Luckily we have compiled a list of suggestions to help you woo job candidates into choosing your company.

According to a study conducted by Talent Function Group LLC, 80% of people who make it through the interviewing process accept the employer’s job offer. This stat doesn’t seem very daunting at first glance, which means once an applicant makes it to the very end of the interviewing process, the idea a candidate may not take the job barely enters the mind of the employer. Of course, it does happen and in this current candidate driven job market, chances are it will be happening more often.

1. Take your recruiting efforts to the social media boards

As time passes, newer generations of people begin populating the workforce and, nowadays, there isn’t a Millennial statistic we haven’t yet seen. Just in case you have missed the news, though: In 2025, 3 out of every 4 workers globally will be Millennials!

That means, you should consider posting your job openings on social media platforms like LinkedIn and Facebook. Once you have a job opening posted remember that social media is only effective when treated as a two-way street. If you post a job opening on a social platform, then you must tend to it and reach out to people who have applied via those channels.

Remember, when recruiting Millennials, avoid rigid tactics that seem stiff and overprocessed. FYI, about 45% of millennials say they would choose workplace flexibility over pay.

2. Slow down, slugger

Fast-paced hiring processes can give a brain freeze (the wrong employee).

Don’t rush, the hiring process. You may be understaffed, overworked and quite frankly sweating under a blinding light that’s screaming, “YOU NEED TO HIRE SOMEONE AND SOON.”

Whatever the case may be, hiring the wrong employee, training them and then watching them leave after a month, costs your company way more time and effort than it would if you were to move through the hiring process at a moderate pace. In fact, when it comes to hiring, instead of thinking in pace, think in process:

According to a study conducted by Towers Watson the cost of replacing any level of employee is costly:

  • It costs between 30%-50% of an entry-level employee’s annual salary to replace them.
  • It costs upwards of 150% of a mid-level employee’s annual salary to replace them.
  • It costs a staggering 400% of a high-level employee’s annual salary to replace them.

3. Show some respect, buster!

This seems obvious, but check your ego at the door. Every candidate, no matter their qualifications, deserves your respect. Remember that when approaching an interview with a job candidate. When you meet with a possible hire, your reputation is on the line, so while he or she might not be a fit for your company, they could very easily be an advocate for your brand. A less than stellar candidate experience could end in less interested candidates in the future.

Know your facts: Consider what position you’re interviewing for, understand the qualifications you’re hoping the candidate has and ask questions that will help you decipher whether or not the person you are interviewing is the right fit. Be sure to maintain a positive candidate experience by being courteous, respectful and interested in the present conversation.

Be prepared: Prep before your interview. Research the candidate coming in and have readily relevant questions about the candidate’s qualifications. Plan a strategized flow of questions, as well as allowing for the time it takes to answer questions the interviewee might bring. Have a composed and not forced narrative ready to explain the position available.

Follow up: After your interview with a job candidate make a conscious effort to reach out afterwards (whether or not they seem qualified). In a study conducted by CareerBuilder research found that an astonishing 75% of people said they didn’t hear back from a position they applied for.

“Recruiters like to say that some people only look good on paper, which is why interviews are important, but the opposite is also true — sometimes good candidates don’t look great on paper. If you really want the best person for the job, take the time to make sure your application process includes more than the standard questions and resumes.” – Kimberley Kasper, Jobvite

Wooing candidates isn’t really as complex as we like to think. Of course, with all the intricate steps and paperwork that goes into recruiting and hiring skilled talent, it’s easy to be overwhelmed. Simplify candidate onboarding with Click Boarding for your team. That way, all you have to worry about is getting to know the candidate sitting in the interviewing seat.

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