What is your hiring process?
A lot has changed over the last two years in the employment market. Recruitment processes, availability and expectations of employees and employers and of course the dreaded lack of skilled engineers in NZ isn’t helping.
However, one thing we do have control over is the hiring process. This is something that I am very passionate about. I always say it can begin and end at the interview process, depending on what your process is and your process is vital.
Surely, it’s just asking a few questions and seeing if they are any good, right?
No, it's not. It’s so much more than that.
When you strip it back and see it as two parties each assessing the suitability of the other, you can see it's not as simple as just a chat. Both parties are interviewing one another and assessing suitability.
Both parties need to be prepared, and properly engage in conversation, and that involves taking the time to do so. Whether that be via Zoom or Teams etc. or in the ideal scenario of face to face.
So, if you are an employer and you feel that your current process isn’t working, what can you do about it?
How To Improve Your Hiring Process
If you aren’t prepared for, and very clear on, what your company hiring requirements are, you’re already on the back foot. This is likely to leave you repeatedly hiring for the same positions.
You want to be in a situation where your hiring decisions are not made on the fly.
Let’s look at what can be done to improve this process.
1. Create better job and company descriptions
If you find you’re hiring the wrong people, it could be that your company job descriptions need work. It’s important to have a true understanding of your company and what it has to offer to someone along with the role. Also with the job description, it needs to be an insight into what the role entails with regard to what kind of skills, experience and personality will be the best fit.
Although in saying that, avoid the temptation to load up too many desired skills or experiences as there is an opportunity for the right person who doesn’t tick all boxes to be attracted to the role. On the opposite end, avoid being too broad or vague about what skills or experiences applicants ideally require.
2. Move efficiently through the hiring process
Those great candidates you do find are likely to have other interviews and will receive other offers – especially in the current market. If you move too slowly it may result in you missing out on your ideal candidates. It's best to make sure the process is as smooth, quick and frictionless as possible, or else your ideal candidate could choose a company that acts faster and shows their intention more clearly in a timelier way. Also, feedback is important whether it be why you are offering the role and perhaps why you aren’t. Both are what I call ‘good marketing’ for your business.
3. Consider engaging with specialist recruiters
There can be a common misconception that all we recruiters do is send CV’s around. Whilst this may be true in some cases, there is a whole lot more value recruiters bring to the table.
Specialist recruiters often have a candidate network
They're trusted advisors who understand market changes and candidate fluctuations
They have a full understanding of their clients’ businesses almost as if they work there
Marketing – we sell our clients' and respective new employee's benefits
Screening
Interviewing
Uncovering key skills above and beyond the ability to just do the job
Conduct background checks
Prepare our clients and candidates for interviews
Negotiate on behalf of both parties
Keep everyone engaged in the process
4. Conduct better interviews
Interviewing is a skill that can be learned. It is important that those who are conducting interviews understand how to ask questions and engage effectively during the interview process. I also can’t say enough about needing to be prepared. This includes having the right people in the room - no more than two for first interviews, researching the candidate which entails understanding pre-interview why they are interviewing with you, and reading through their CV to get an understanding of their experience, and what specific questions surrounding this you would need to ask. This will assist firstly, in giving the interviewer and candidate a comparable and fair interview, and secondly, easily identifying a potential lack of suitability for both parties.
5. Understanding the salary market
You need to understand what the market salary is for the position(s) you are hiring for. However, your view on this may differ from the candidates and vice versa. Unfortunately, there is no one size fits all so my suggestion is to have a salary band for the role based on your market salary research. You may find someone who would be great in the role, and needs more experience to be able to command the highest salary in your band so transparency around this is important.
About Simone Storey
Simone is an experienced Recruitment Consultant who specialises in recruiting intermediate through to management level engineers particularly in the structural, civil, mechanical and fire sectors. These particular sectors provide unique recruitment challenges, something of which she is very familiar with.
Her background also brings a results oriented and people focussed perspective, along with a solid understanding of the needs of both employer and employee. Simone has a focus on building these relationships to add value for both candidate and employer alike, for her recruitment is not merely a transaction.