Insights / Hiring Strategy
Streamline and Improve Your Hiring Process
A practical guide for employers on crafting attention-grabbing job postings, engaging internal staff first, and streamlining interviews to hire more effectively.
To improve hiring, write attention-grabbing job titles with action words, add two attractive points and an appealing company summary, and sell your location for remote candidates. Notify current staff before posting externally, ask for referrals, and use an ATS to pre-screen and minimize interviews, scheduling manager meetings to discuss top applicants.
Overview
Needs-Supply Approach - Emphasizes what the company can do for the applicant.
Demands-Ability Approach - Emphasizes what the company expects from the applicant.
Make the title an attention-grabber; it is the first thing candidates notice. Add action words to stir emotion.
Add two points under the title that will make the job sound more attractive.
Prepare an appealing summary to describe your business.
Sell your geographic area when recruiting outside of your general area.
Respond promptly to emails and phone calls.
Quotes are popular and rank high in the social media arena.
Before you post outbound ads, make current staff aware of new openings. Offering your current employees the chance to apply builds company morale and may eliminate new hire and onboarding costs.
Ask your staff for recommendations and offer a referral incentive.
Pull out files from previous promising candidates.
If a call is unanswered, leave a detailed message and follow-up with an email.
Use an ATS, pre-screen applicants, and keep the number of interviews to a minimum.
Schedule meetings with pertinent managers to discuss applicants.
According to the U.S. Department of Labor, 30 percent of business failures are due to poor hiring decisions.
Leadership IQ reports that “46 percent of newly hired employees will fail within 18 months, while only 19 percent will achieve unequivocal success.”
Frequently asked
What are the two main approaches to framing a job posting?
The article describes a Needs-Supply Approach, which emphasizes what the company offers the applicant, and a Demands-Ability Approach, which emphasizes what the company expects from the applicant.
Why should employers tell current staff about new openings before posting ads?
Offering current employees the chance to apply first builds company morale and may eliminate new hire and onboarding costs, according to the article.
How can employers streamline the interview process?
The article recommends using an ATS, pre-screening applicants, keeping interviews to a minimum, and scheduling meetings with relevant managers to discuss candidates before proceeding further.
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