A candidate-driven market means that companies are competing with each other to attract the top talent. Unless you have the best hiring techniques, you won’t get high-quality candidates. You need to implement effective recruitment strategies and practices to ensure you get the best of the best candidates. In a time when candidates have the upper hand, you need to offer them the best right from the hiring stage.
5 Great Tips to Hire in a Candidate-Driven Market
1. Review the Pre-Screening Process
Every hire should be a data-driven decision. Try to create a successful model that defines how a great hire will look like for different job openings. Once you create a successful model, apply it to identify and predict the best talent fit for each role.
A pre-screening process will also empower you to define and configure a pass/fail threshold. Discuss what kind of training the new hire will receive and the kind of onboarding they will go through. Also, talk about the candidate’s personality that you think might be a good fit for the company.
2. Target All Possible Mediums to Hire
Ensure all the mediumsthat a potential candidate might search for a job are covered. For instance, apart from online job boards, target social media sites like Twitter and LinkedIn. This way, candidates who are gathering information about a job will have a good idea of theavailable vacancies.
Tailor the content on the ‘careers’ page towards your target applicants. Offer a good mobile experience as well since most applicants are searching for jobs via mobile. Make sure they can apply for the jobs easily through their smartphones.
3. Offer Competitive Salaries
Do your research before offering a salary. If you offer below-market value for in-demand roles and skills in a candidate-driven job market, nobody will accept your offer. Ensure that the salary you offer matches the competitive rates in the market.
If you cannot offer a higher salary, consider giving benefits like strong company culture or flexible working hours.
4. Modernize the Interview Process
It is important that you provide a positive interview experience as it can determine if a candidate will accept your offer or not. A negative experience can change their mind about a role they once liked.
Review your interview process and take advantage of modern technology to conduct interviews. It isn’t always necessary to interview someone in person or over the phone.
You can use a video interview to ask pre-written interview questions. The candidates can then upload or send you their videos answering those questions.
5. Provide Continuous Onboarding
What you do after a candidate gets hired matters a lot. Ensure that their first day is well-planned. Help them socialize and get adjusted in the company. Apart from giving them the necessary forms, you need to make sure you were compliant. Overall, you need to offer a good onboarding experience.
If new employees don’t understand their job completely, they won’t be productive. In fact, you could lose money if the employees don’t know what to do after joining. You need to give them acontinuousonboarding process that is enriched with learning and socialization. This will help them be more engaged and productive more quickly.
Track the Metrics
Keep a mantra in mind – if some metric is trackable, then track it. Use an applicant tracking system to track the applications you receive. Check which candidates initiated contact with you and identify the different methods that boosted engagement. Once you review everything, determine the best engagement strategy. Use the successful strategies to hire the next employee.
Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.