January 7, 2016
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5 min read
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We’ve all seen those competition based television shows right? Shows like American Idol, Dancing With the Stars and, MTV’s Making the Band. All of which include a panel of judges (or just Sean Diddy Combs) sifting through contestant after contestant voting off the weaker links to find the eventual winner, the perfect fit.
Finding the best candidate for the job is no easy feat, especially when the cost of hiring and training a new person is through the roof. The hiring process can be much like your favorite contestant laden TV programs. Hiring managers want to make sure the new candidate they choose will be there for the long haul. Luckily, we have compiled a list of tips to help you pick the best candidates for the job.
1. Use an employee referral program
Companies that implement employee referral programs have an average retention rate of 46%.
When companies use an employee referral program they can expect a higher quality of candidate (simply because your employee wouldn’t refer someone they think would do a poor job). The more you know about a candidate's personality the more you can better assess whether they will be a good fit for the company or not.
“Employee referral is the best recruiting channel I know. It is certainly not the only one, but it’s the only one that reinforces and celebrates your employees in a tangible way for contributing to your company’s success.”-Liz Ryan (@HumanWorkplace), Contributor, Forbes
@HumanWorkplace says employee referral is the best recruiting channel. What's your favorite?Check out ClearCompany’s easy-to-use referral management system, to see if using an employee referral program is for you!
2. Let an applicant tracking system do the heavy work
38% of companies say they mis-hired an employee because they rushed the hiring process.
Sometimes the best candidates are hidden beneath piles of resumes. Hiring managers have a lot on their plate, with pressures to fill a position and relieve an overworked workforce, rushed hiring is bound to be a temptation. Nobody is perfect 100% of the time, but applicant tracking systems are pretty close.
Don't be too quick with your hiring process like 38% of companies admitted to. Here's why:Want an easier way to narrow down your candidates without filing through resume upon resume upon resume? Consider an applicant tracking system (ATS) these systems can take the heavy load off of the already full plate hiring managers and recruiters have.
“Proper integration of applicant tracking and candidate sourcing means all of the redundancies get left out. This means you don’t have to input all of the candidate information from one application into the other, and that your exchanges with candidates stay in one place.”- Sylvie Woolf (@SylvieWoolf), ClearCompany
3. Look for positive attitudes
Companies with happy employees outperform their competition by an astounding 20%.
People with positive attitudes bring with them positivity. Positive people make for a positive work environment which breeds, wait for it …….. great work and productivity! Ask your job candidate about a problem they overcame at their last place of work.
Look out for negative responses where the candidate blames others for mishaps. If the candidate responds in a way that doesn’t point the finger to others or establishes blame, you’ve got a positive candidate (or at least a better idea of how positive that person is).
Wait! Did you notice this red flag in a recent interview?Look for a candidate that could positively represent your brand in even the toughest of times. Finding a candidate that encompasses positivity, is like finding a personal brand cheerleader welded in gold.
Now that you have some solid tricks to better guide you on your next candidate acquisition, visit ClearCompany’s website to see how applicant tracking systems can better assist your company in finding the best employee for your job opening.
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