Hiring Tips, Week 3 – 3 Things Most Companies Don’t Consider but Should!

We’re going to close our hiring tips with a quick run-down of some of biggest stumbling blocks that hiring managers often trip up on when it comes to taking on new employees, and how you can avoid falling at them in the future in order to land that hot-shot candidate.

1. Why Would I Want to Work for You?

Let’s be frank, if a company was to table me a job description that’s akin to a laundry list of ‘things-to-do’, it hardly sparks my enthusiasm for the position or gets my engines raring to go. So then, obviously, this will probably come over during the interview (that’s if I even apply for the job in the first place!), meaning all of my positive attributes that I could bring to the business would be somewhat muted. The company bosses may decide that I’m not enthusiastic enough for the role, and could potentially be missing out on a superstar candidate (even if I say so myself).

Too many hiring managers focus on a ‘what can you do for us?’ attitude and fail to sell themselves to the candidate in return. This is a very egotistical and big-headed approach to hiring, and should be avoided at all cost.

Instead, those in charge of hiring new staff should be trying to employ the best possible candidates by selling their company as much as possible. Perhaps this, then, will attract more people who want to work for you and not just those who are willing to work for you.

2. There’s no Miracle Potion

When advertising a job, many businesses are very particular as to what they require when it comes to experience, areas of expertise, personal qualities and academic qualifications. On top of this, they insist candidates must be able to work on X days, have a deep-rooted passion for all things sport-related and be able to drive a motorcycle up a ramp and leap over a row of cars….backwards. The point I’m trying to make here is that some hiring managers are too specific when it comes to job requirements, and won’t even entertain an interview from those who don’t answer ‘yes’ to all of the above.

Let’s get one thing clear, you’re not going to find someone (or at least, very rarely find someone) who ticks all of the boxes. What you may find, however, is that the IT candidate who doesn’t have a degree in web design, actually has a portfolio twice the size of, and more impressive than, those candidates who do.

As a company, you must learn to be flexible when it comes to finding the right candidate for your job. There is no miracle potion that will solve everything!

3. Focus on the Task

I’ve seen a handful of HR managers do a lot of talking when it comes to hiring new talent, but normally Hell has a much better chance of freezing over before they get themselves into gear and employ someone. It seems to be a long and drawn out affair for many companies to enlist someone new, and this could be half of the reason they struggle to fill their position.

Let’s think about it for a  second – you post your opening online to job sites like Reed, Total Jobs, Monster and so on  (we can help you there – effective job advertising services), and receive about 30 applications for the post. These 30 people are actively seeking work so, unlike your company, may not have time to sit around and wait. If it takes you more than 2 weeks to communicate with possible candidates after the initial application, you may find yourself playing second fiddle to another company who have snapped them up first.

The same goes for the post-interview stage. If a candidate has impressed on an interview, don’t dawdle for too long before inviting them back, because chances are they’ve had other interviews elsewhere and impressed in those too. Of course, I’m not saying point your finger at them across the desk at the end of the interview and say ‘You’re Hired!’, all Alan Sugar style – but be sure not to make the process any lengthier than it needs to be.

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>