According to countless sources, the best candidates are off the market in 10 days.
This comes as a shock to companies who haven’t had to hire in the last few years, as it wasn’t always a candidate driven market and hiring was a much slower process.
Keep up with your competition! Here are some hiring tips that are essential to adding top talent to your team in 2019.
Attract and engage candidates.
It’s an employees’ market! Although it’s still important to learn about a candidate’s past experiences, it’s a thing of the past to ask a candidate to convince you why you should hire them. Instead, keep the candidate engaged and tell them why they would want to work for your company. Share everything that employees love about your organization, from the casual, laid back office vibe to your awesome health insurance coverage. You are competing against other companies for these impressive job seekers, and you want to prove that your work environment and culture is the best.
Keep your schedule open.
If you’re in a spot where you need to hire, you have to make the time to do so. Flexibility is key when it comes to hiring in this market. We suggest that you schedule an interview with candidates you are interested in meeting as quickly as possible.
Many employers prefer a candidate who is currently working, but are you willing to phone screen and interview candidates after 5:00 or on their lunch break? Do what you can to work around their schedule in order to get the talent you’re looking for. Gone are the days of expecting an employed job seeker to come in during the only hour you have available that week.
Slow and steady won’t win this race.
If you are scheduling in person interviews weeks after an initial phone screen, you will probably lose the candidate to a company who had a faster process. This goes for the start date, too! We’ve had candidates accept a job offer only to accept a different position with an earlier start date.
It’s essential in a candidate driven market to take out avoidable or time consuming steps in your hiring process. You shouldn’t cut out important steps in your company’s process, but move things along as quickly as possible. Example: Instead of having the candidate come back for 2 or 3 interviews, try your best to have all of the key decision makers sit in during the first interview. By the time you schedule the candidate’s third interview with your organization, competing companies are already making offers.
Sometimes the process stalls for reasons out of your control. For some clients, we’ve noticed that the hiring process is getting hung up in the background check stage. We help coordinate background checks and drug screens, and quite a few of the tests come back instantly. We are always looking for ways to help our clients get their offer on the table before their top choice has accepted a position elsewhere.
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