Don’t Love Your Candidates? Maybe Your Process Needs Work

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Finding candidates with potential can be a tough task. That said, if you’re striking out more than you’re hitting home runs, chances are it’s not the talent, but rather the recruiting process. Recruiting is part art, but mostly science. If you’re finding more frogs than princes, check out these four areas to see how you can step up your game.

Unclear on company identity

If you’re not aware of what the company stands for, it’s will make your recruitment efforts all the more difficult.  It’s the equivalent of shopping for clothes but not knowing the correct sizes if you don’t do the research, how can you determine the right fit? This goes for recruiting, it’s important to know the organization.

  • What you can do:

    Get to know the organizational culture. Learn about company values, how they run the business, and what they appreciate about their staff. Taking the time to understand these aspects give recruiters a firm understanding of who to look for.

Over exaggerated job description

We get it – it’s a job seeker’s world, with many looking for cool and inspiring jobs and companies to be affiliated with. Thing is, if you’re spinning clerical work to sound like a marketing role, you are setting yourself, the candidate, and the organization up for failure. Accurate job descriptions are key because they allow you to capture candidates that are right for the role. Conversely, you’ll end up with a bunch of marketers for a clerical job.

  • What you can do:

    Be as realistic about the job duties as possible. Honesty is the best policy, as you don’t want to waste time interviewing the wrong people. Focus on the right candidates and your effort will pay off.

Poor internal communication

Picture this; a manager comes to you looking for a candidate. They gave you the title, salary, and expected hiring date— that’s it. This could spell trouble and here’s why. As a recruiter, you need to know the parameters of the role you are filling. Not to mention, knowing what the manager expects out of their employees is also important. When lines of communication are crossed, you may end up delivering an apple when they were looking for an orange.

  • What you can do:

    Go back to the manager for more specifics. Explain that you want to bring them the best candidates for the role and that requires more information. Get enough detail from them so that you feel confident that you understand their expectations. In the end, you save time and money for your food while bringing top-notch interviews to your hiring manager.

Unrealistic candidate expectations

There are times where either the recruiter or hiring manager is expecting the Sun and the Moon on a minimal budget. Or, the job requires more years of experience in a position that hasn’t been around that long (10 years of social media marketing, anyone?)  It’s important to gauge the accurate reflection of what the job calls for, with the salary to match. If you’re looking for someone with specialties in certain areas, it’s important that the pay and degree of experience coincide. Otherwise, you’ll be spinning your wheels looking for a purple squirrel.

  • What you can do:

    Research the salary and experience requirements of the roles you are filling. Look at details pertaining to geography, experience, and education, to give you a full picture of what you’re working with. If the parameters of the package fail to meet industry standards, it’s time to communicate with your supervisor and/or hiring manager to see if there is a way to meet in the middle. In doing so, you can find more suitable candidates.

If it’s broke, fix it

Being a great recruiter means understanding that there’s always room for improvement. If one becomes complacent in their approach, they run the risk of missing quality hires. To stay on top of your game, know your company, be clear about the job duties and communicate them effectively to prospects. Be sure that your expectations line up with experience and salary requirements and make sure you’re on the same page as your hiring manager. When you learn the expectations of the parties involved it helps the process tremendously as well as positioning you as a major asset to the team. More to the point, there’s no harm in tweaking your process.

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