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Tips For Successful Hiring

Success in hiring is not primarily controlled by an organization’s recruiters.  Though recruiters can be wizards at attracting talented candidates to apply for an opportunity, what happens next can make or break the success of the search.  Now more than ever, candidates are paying keen attention to each and every interaction they have with a company.  With unemployment showing no signs of rising above pre-pandemic rates, it’s becoming increasingly more important for employers to take a methodical look at what interactions may be limiting success in hiring.  Whether you are losing candidates before you can make an offer, or you are encountering challenges with retaining candidates post-hire, taking a deeper look at your overall process can help you identify where problems may be stemming from so you can fix them.

No applications or resumes coming in?

  • How does your company brand look?  What does a quick internet search show?  What’s happening on Glassdoor or worse, “secret” forums like Fishbowl?
  • How easy is it to find your job postings?  Are your openings hidden many links deep into your website?
  • How simple have you made it to apply?  Gone are the days of lengthy application and cover letter requests.

Doing all of this right?  We’re still in a market that requires more hunting than gathering. 

  • What tools and budget have you provided to your recruiting staff to find potential talent?
  • What metrics do you have in place for the expected number of passive candidates Recruiters should be engaging on a weekly basis?  Are you following up weekly to see if these (reasonable!) metrics are met?  An ongoing pipeline of would-be employees is now more important than ever.

You had a great candidate, but they oddly ghosted after an otherwise strong interest in the company.

  • Have any recent (and unaddressed) negative comments or stories regarding the company recently set the internet on fire?
  • Has there been a hint of a downturn in your industry that could impact the candidate’s concern regarding industry? You may need to proactively set candidates at ease.
  • Did they meet with a hiring manager or another member of the organization and suddenly have a change of heart?  Chances are it was based on the general interaction, the lack of preparedness, or an inability to clarify the functions of the role.  This happens far more often than employers realize.
  • And nothing new here, but how long has it been since they were first engaged?  Candidates are literally being hired in half the time it takes some companies schedule a second interview. 

Congratulations, you’ve made a hire!  But wait, the candidate backed out!

  • What, if any, interactions were had after the offer was accepted?  The silent treatment makes counteroffers or alternate offers look quite enticing.
  • How long do you candidates have to wait until they are hired.  More time means more opportunity for talent to be scooped up.  Onboard as fast as a new hire will let you.
  • How competitive were you when the offer was made?  Offers continue to roll in after candidates accept an offer.  And with pay transparency around the corner and Gen Z and millennials feeling that they are living paycheck to paycheck, strong and equitable offers will become perhaps the most significant predictor of success in hiring.
  • And perhaps most importantly, how does your talent acquisition staff feel about losing another strong candidate…again…

Not struggling with hiring and therefore not concerned about how candidates view your hiring process?  You should be.  Let’s say a candidate has an awful experience with a company. 

  • How do they now feel about the service or product that the company provides? Will they be future customers?
  • Was this interaction mentioned to other people in the community, or worse, online!?

In the end, a continuous and comprehensive look at what factors are impacting your hiring process is necessary to ensure you’re properly diagnosing hiring challenges.  Equally as important is a culture of showing respect to all candidates.  Both of these approaches are key to retaining talented recruiters and protecting the company’s brand. As the market tightens and social media continues to change the way candidates can tell their stories, this will become only more important.

Struggling with the recruitment or retention of a Human Resources professional?  Reach out to HR Works today!

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Adrienne Schleigh | Senior Director, HR Strategic Placements

HR Works, headquartered in Upstate New York, is a human resource management outsourcing and consulting firm serving clients throughout the United States for over thirty years. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.