Hiring candidates is a lot like taking on new clients for your work. Finding the best match for your company takes time and effort, and the quality of candidate you get walking in the door directly correlates to how much work you put in to your job description and resume review process. When you’re hiring to fill an open position, if you want to find the right fit for your company, you need to focus on getting the right candidates to respond to the job posting. Here’s a few important things to do when you’re setting up a job listing and preparing for interviews.
1. Understand what you need.
It’s true that the right experience, qualifications, and credentials are all important. But bear in mind that great employees don’t just do a job, they solve problems. Identify your business’s critical problems that this person could address, determine how you will measure success in the position, make a list of the common attributes of your top performers, and determine what qualities mesh with your culture.
Once you’ve done that, tailor the job description and the interview process to finding the perfect person to solve that critical business need. Instead of having software screen resumes, do it yourself; it takes a little extra time, but finding a great candidate who might have fallen through the cracks is well worth it.
2. Set measurements.
Determine what exactly you’re looking for. That may include certifications, specific accomplishments, the right references, or even a test.
Make sure you frame your requirements within the context of your culture. For example, skills are important, but attitude is often more important, so determine how you will identify the person with the right personality, interpersonal skills, and interests.
3. Write the map.
Make sure that a crystal clear picture of what to expect: when to interview, where to interview, who will be involved in the interview – everything. No surprises, no tricks, no uncertainties, no loose ends. Then, communicate those expectations to your candidates. Explain what you will do and when you plan to do it.
Few things are worse than being a candidate who has no idea what, when, or if something happens next. Don’t make the candidate ask what happens next. Tell them. And above all, politely provide closure to every candidate – failing to do so is incredibly rude, and can hurt you as disgruntled candidates take to the internet to warn others off your process.