Although the hiring process was never easy, in itself it had a common routine that employers typically followed:posting a job listing; screen candidates based on their resumes and cover letters; conducting interviews that delve into experience, character and personality; hire the candidate who ticks the most boxes. Not anymore. The changing nature of the business landscape in 2020 inevitably changes the way people view businesses as potential employers. Benefit packages are no longer the ultimate solution. Employees want to see the humans behind the operation. What are the values? Are they experienced in daily operations? What is the culture? How are employees treated? What non-financial benefits are offered, such as flexible hours or remote work? Can I bring my dog to the office? Is there paternity leave? In fact, a 2017 survey by Hays, a global recruitment firm, found that 71% of employees are willing to earn less to find the right workplace culture. But hiring is expensive. Not only do many job postings cost money, but if you use resume screening software or service, there are costs involved. Subtract the time spent on interviews, onboarding, training – you're looking at several thousand dollars minimum. A study by the National Association of Colleges and Employers put that figure at $7,645 per new hire. On both sides of the hiring equation, people don't want to waste their time and money on the wrong choice. It's up to the company to create what IBM has called "the employee experience." Start with these tips to create an employee experience that leaves both parties excited for the future. 1. Use the resources you already have. Many companies neglect some of their most valuable resources:current employees. Think about internal promotions before posting a job offer. Even then, cast a wider (and more personal) net by involving your team in the hiring process. Personal recommendations go a long way on both sides of the recruiting barrier. 2. Look beyond the skill set. Most skills can be taught. These are the soft business skills that should be identified during the interview process:things like persistence, entrepreneurship, communication, teamwork, growth mindset, and kindness. These are the qualities that can take your team and your business to the next level. If you're a startup looking for go-getters, a candidate focused on job titles and office perks might not be the fit. 3. Be candid. We've all been in interviews that seemed almost robotic. You learn more about the role, answer the same silly screenplay questions, and list your experience with a polite smile on your face. It doesn't help anyone. Remember this, the hiring process is a two-way street. Be upfront with your candidate if you hope to have an honest discussion that ends with a clear and complete understanding of each other, the role, the company, and the resources available to help both succeed. 4. Remember your role. After conducting the interview, ask yourself three questions:What is my understanding of this person's strengths and weaknesses? Given this understanding, what would this person need to be successful? Who would do what to meet these needs?
This goes beyond the onboarding and training process. Consider how this person will fit into your team. Where do you see them growing and how can you help them get there? Remember that you are not hiring for a position, you are hiring to fill a void within an interdependent team. 5. Consider a trial period. The traditional rules of employment are long gone. Many companies adopt trial periods to give both parties a chance to make sure the vision matches the reality. This trial period can be as short as a single project hired on a contractor basis or a 90-day contract with the option to renew for a traditional full-time contract. 6. Keep your promises. Don't oversell. If you don't believe in or have the funds for a weekly office happy hour or a bring-your-dog-to-work policy, don't sell it as a new perk to get a better candidate. You'll end up with a sour new recruit and a tainted reputation. Small things may not break deals, but they can quickly lead to mistrust and resentment, which certainly doesn't create a sellable company culture. Pro tip:Check Glassdoor regularly to see what former employees and candidates think of you, the company, and the hiring process. You might find valuable information. Speaking of valuable insights, we interviewed three recruitment professionals about their experience. Pay attention to what they have to say. Michael Alexis
Founder and CEO of Team Building SF, San Francisco
A common reason employers don't hire inexperienced candidates is that those candidates don't have relevant experience for the job. Our team actually sees this lack of experience as an attractive quality, as the candidate can come to us with a “blank slate” and we can train them in our processes. Many of our most successful team members actually started out with relatively little experience in the field for which we hired them. Important:this recruitment strategy does not mean that we will hire anyone; instead, we focus on hiring for soft skills such as excellent communication, accountability, and meeting deadlines. One of the most effective ways to attract and retain the best candidates is to offer remote employment opportunities. Providing remote work gives these candidates the flexibility to commit to a full-time or part-time position within your organization in a way that also fits their preferred lifestyle. Finally, it is difficult to hire good people. Even good people don't perform 100% all the time. You can have them during a crisis. Or maybe you're not providing the right management or leadership to help them reach their full potential. To have your best chance of hiring the best candidates, consider test projects. You can hire someone as a contractor for 30-90 days, see how they perform on those projects, and work with your team. At the end of the period, decide if you want to make a full-time offer. Gil Gibori
Co-founder and CEO of The House, Chicago
Hire a personality, never a CV. No one has the training or education to do what we do. Every business operates differently. They reflect the personality and values of their founders. We started hiring people who are motivated and eager to grow professionally, earn more, and connect with a mission that speaks to them. We deliberately selected people based entirely on personality, albeit without a formal personality test. Our top performing team members were hired based on their character alignment with our values and energy. Our youngest employees turn out to be our most valuable. Don't get me wrong, wisdom at the top helps, but driving in the middle is key. Don't overlook millennials. It's an amazing generation. They broke all our old molds. In my experience, this generation works hard, contributes creatively, and doesn't spend a minute killing if they are believed, honored, and shown a path to growth. We don't just hire them, we imitate them. Looking at the team members who have lasted the longest and contributed the most, two character traits are evident:resilience and dedication. Startups are tough. Everyone wears multiple hats. Millennials demand work-life balance, but they work. Gina Radke
CEO of Galley Support Innovations, Little Rock, Arkansas
I remember witnessing interviews and people asking the weirdest questions like “What kind of animal would you be?” It was my only experience and I thought it was a good interview. After a few hires, I started interviewing people as if we were getting married. I conduct more of a conversation-type interview for visible positions and a task-based interview for production positions. Both have questions regarding their favorite or least favorite type of person. Asking about others allows me to see beyond them to sell myself. You'd be amazed how quickly someone would let their guard down and say something like, "I can't stand working with idiots." This response lets me know that they have too much self-esteem and will have problems working with others. My psychology degree is useful for interview candidates. The weirdest question I ask is, “How do you feel about toilet cleaning?” This question lets me know if they are ready to help the whole team and the company succeed. I can't stand the phrase, "It's not my job. » Hire slow and fire fast. Just because you need someone doesn't mean the first person you ask is the right person. This is a hard lesson to learn when you are just starting out. Remember that hiring someone is like a marriage, and firing them is like a divorce. One can be done quickly and cheaply and the other is time consuming, emotionally painful and can be expensive. Cecilia Meis + posts Cecilia Meis is a full-time writer and editor based in Dallas, Texas. In addition to Medium I/O, his work has appeared in Time Out Dallas, Rewire, Healthline and others. Outside of work, she plays beach volleyball, tries to cook at home, and works hard to make her cat, Nola, Insta-famous. Cecilia Meis https://www.moyens.net/author/cecilia-meis/ 20 inspiring quotes on love Cecilia Meis https://www.moyens.net/author/cecilia-meis/ 5 tips for developing a strong team Cecilia Meis https://www.moyens.net/author/cecilia-meis/ It's jump day! Here are 7 ways to spend your extra 24 hours Cecilia Meis https://www.moyens.net/author/cecilia-meis/ 19 inspirational quotes from NCAA Basketball's greatest coaches
