Hiring new talent is an inevitable and critical part of being a business leader, and it’s more complicated than just reviewing resumes and conducting interviews. There are many recruiting mistakes that can deter a qualified candidate from seeking employment with you, from poorly crafted job descriptions to lack of communication about applications. However, with the right hiring and onboarding process in place, you will soon be on your way to recruiting and hiring only the best candidates.
A study by Leadership IQ found that failures exhibited by new employees may result from flawed interview processes https://www.harrysbarvenezia.com. The study revealed that 82% of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time, or lacked the confidence in their interviewing abilities to pay attention to red flags.
According to Leadership IQ CEO Mark Murphy, this is because the job interview process focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success – like coachability, emotional intelligence, temperament and motivation – are often overlooked.
It’s important to allow prospective employees to interview you, too. Letting candidates ask questions will give you a chance to see what’s important to them, Brusman said. It also gives them a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them.
“Be open and honest about what it’s going to be like to work for your company,” Brusman said. “You want to give a realistic preview of the work environment.”
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Keep an eye on your reviews. Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips, and reviews from current and former employees from sites such as Glassdoor. Studies show that 86% of Glassdoor users read company reviews and ratings before deciding to apply for a job. Top candidates may not even apply in the first place if they don’t like what they see: 50% of job seekers said they would not take a job with a company that had a bad reputation, even for a pay increase.
Two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Doing so can improve your employee retention and lead to more positive reviews that will attract quality employees.