It’s easy to put off hiring until after the ball drops in Times Square, but it’s actually a really bad idea. Great hires don’t want to start the new year in a state of suspense, and neither do the teams inside your company who are desperate to get some help before big goals come crashing through the door.
Read why it's a terrible idea to put a hold on hiring until after the ball drops:
So instead of putting it off, let’s buckle down and figure out how you can use the holidays to your advantage when it comes to securing top talent.
You have the tech, so use it.
From video interviewing, to assessments to the latest in chatbots...using technology to make interviews go faster is crucial this time of year. Get a jump on your competition by trying new options that are sure to impress your candidates. Added bonus? Whether your candidates are actively searching or taking a passive approach, they likely have a little time away from normal responsibilities to take advantage of these tools. Virtual collaboration tools can make connecting that much easier, without all that “going out in the cold” business that real interviews require. Video interviews can be used to screen applicants 10 times faster than a typical phone interview so you can identify the best candidates to invite to the interview.
Ease up on hiring managers.
If you notice a disconnect between hiring managers and your recruitment team, it’s not your imagination. 80% of recruiters believe they have a good understanding of the jobs they’re recruiting for. Yet 61% of hiring managers disagree with this, according to a Deloitte study. So give them a break by using this opportunity to take advantage of pre-recorded interviews, digital connections and note sharing processes that can make the hiring process simpler now and in the year to come. Set up automated reminders to help remind them to give feedback and include encouraging notes, stats and ideas for encouraging referrals in their departments.
Follow the feedback loop.
If you conduct team interviews, collecting feedback from everyone in a timely manner may be hard during a regular month, during the holidays it can be downright impossible. Streamline your process with collaboration or evaluation management tools (many ATSs include these on the backend). These are simply standardized feedback templates accessible to anyone on the hiring team with reminders and collation built in. Start using them to ensure no amazing interview goes unnoticed!
Create better job postings.
Look there is not time like the present to make sure your job postings are the best they can be. If you’ve been using the same tired postings year in and year out, it’s time to shake things up a bit. While some recruiting jumpstarts (like a new mobile optimized career site) are harder to implement, jazzing up your job advertisements is relatively easy. Start with an eye-catching headline, give a day in the life view of the position and how it impacts the bottom line and then show off why you’re different. It’s advertisement writing 101!
Show off how much better you are.
It’s the most wonderful time of the year...for employer branding! You have instant fodder for all your social media channels (and to get some great video) when you have holiday parties, year end celebrations and volunteer opportunities. Ask your employees why they love the company or start a team picture contest. Showing how much fun your workplace is just gets easier around the holidays. We invite candidates to a team lunch and invite them to invite a person or two and we have a hiring manager speak. It’s a great referral generator.
Just do it. This is the best tip of all, while many companies are leaving hiring til the New Year, you can be out there cherry picking the best of the bunch, to mix a metaphor… Need a great applicant tracking system to help you do it? Try ClearCompany.
As ClearCompany's HR Business Partner, Laura focuses on all things HR including managing employee benefits, onboarding and engagement initiatives. With a keen focus on best-practices, she serves as a strategic partner to the leadership team by acting as a trusted resource on a wide variety of human resources topics including policy interpretation, creating and recommending enhancements to the HR process, and career development.