You currently have a mission-critical position to fill and a fairly tight deadline to hire a qualified person to do the job. You have posted the position on your website and other outside resources like Monster, CareerBuilder, Indeed and Craigslist.
What comes next is a stack of resumes. Followed by the interview process. In 2019, you’re competing with many other companies to find the best talent. You can’t afford a slowdown in your process. The top candidate could be hired by your competitor. But you need to proceed strategically so you don’t hire the wrong person.
The Interview Feedback Review Process
You pick up the first resume and encounter some mission statements like…
- “Motivated individual seeks challenging position for personal and professional growth”
- “Industry expert and thought leader available to implement revenue-ramping methodologies.”
- “Professional guru with proven track record of driving key performance metrics seeks next challenging opportunity.”
…and you then proceed to read through four more pages of the resume. Buried in the resume amid the industry keywords and buzzwords is the information that is relevant to your open position. After reading about 10 of these resumes, you can’t remember which candidate had which qualifications. It’s a good idea to organize the applicants into categories like “Unqualified”, “Potential” and “Top Prospect” as you are reviewing the resumes so you can focus on the shortlist of more qualified candidates when you revisit them.
The next step in the process is to make every effort to forward only the best applicants to your manager for review, so you don’t waste the manager’s time and earn his/her confidence that you understand the critical needs.
Obtaining Interview Feedback
One of the most challenging aspects of the hiring process is about to occur… obtaining useful feedback from your staff during this review process. No matter how many employees you engage in the hiring process, it’s important that you gather the feedback in a consistent and meaningful way. One of the best ways to standardize feedback is to create candidate evaluation forms and request that they are filled out by your managers and staff during the review process.
Candidate Evaluation Forms For Interview Feedback
What is a candidate evaluation form? It’s a tool that allows members of the hiring team to rate applicants based on the same criteria.
How Does a Candidate Evaluation Form Improve Recruiting?
1. It ensures each interviewer is thorough in their evaluation
2. It speeds up the interview feedback process
3. It helps prevent bias in job interview evaluation
4. It measures hard and soft skills
5. It simplifies collaboration among your hiring team
6. It helps differentiate candidates with near-identical qualifications
7. It saves time when first-round rejected candidates are considered for future positions
8. The systemized scoring increases the usefulness of your talent pipeline database
Standardize Interview Feedback
Utilizing multiple choice, ratings or scale questions when requesting feedback may prevent receiving vague reasons they are not interested and emails that are difficult to interpret. While you will find feedback questionnaires helpful during the review process, you will find them even more necessary after the applicant has been interviewed.
When each member of the hiring team contributes to the interview feedback form, you elevate the entire process. Each person’s perspective and expertise improves the scoring. The result? You will find best-fit employees quickly.
Job Interview Evaluation Comments Samples
Here are some examples of effective interview feedback evaluation forms. You can modify them as appropriate for the specific position. For example, if the position requires additional skills not listed here, add the skills to the first evaluation sample.
Interview Feedback Examples (Pre Interview)
Very often the manager reads the candidate’s resume and uses a gut feeling to determine if the candidate should be considered. They may even make a judgment based on the resume format, the number of jobs and where they went to school. If you ask the manager exactly what it is they liked or didn’t like, you will receive more meaningful information and can make a more informed decision about whether you should invite this candidate in for an actual face to face interview.
Examples of Effective Manager Feedback Questions (Post Interview)
The feedback you receive from the staff involved in the face to face interview can also be based on more fair and factual information if guidelines for evaluation are distributed. It is recommended that the skills or competencies needed to be successful in the job are listed so the interviewer can explore these areas during the interview and rate each candidate effectively. Please note the two different examples below.
Negative/Positive Interview Comments Example #1
Negative/Positive Interview Comments Example #2
How Job Interview Feedback Fits in the Applicant Journey
Job interview evaluation influences other applicant touchpoints. As such, it can help you improve job descriptions, interview scripts, and other candidate communications.
It also helps members of your hiring team become better at evaluating candidates. It’s a key best practice for any company that is serious about improving hiring outcomes.
Benefits of a Structured Interview Feedback Process
- Avoids typical evaluations of candidates that may be filled with ambiguity, superficial statements, and generalizations.
- Your hiring decision is based on objective information that the candidate’s skills match your job or project requirements—not because they are an excellent resume writer.
- The standardized evaluation questions point out the different opinions of the interview/ evaluation staff and help raise any red flags about the candidate.
- Ensures your hiring process is in compliance with the Equal Employment Opportunity Commission (EEOC).
- Helps avoid costly hiring mistakes.
- Using multiple selection methods helps to ensure you are choosing the best candidate–No single technique on its own can predict on-the-job performance and success.
- Streamlines the process and ensure a better, fit—increasing employee retention and productivity.
Onboarding a new employee can be quite challenging and time-consuming. Every phase of the employee onboarding process is important, so make sure to have a new hire checklist to onboard your new employee. You can use the following outline as a guide, however, every organization will have its own unique requirements. These tasks will need to be adjusted for the type of employment (full time, part time, seasonal), but having an initial, general list will provide a good starting point for different positions. We have outlined a new employee onboarding checklist to make it less daunting.
Create a list of tasks that new employees will need to complete and that current team members will need to work on/setup prior to the new employees first day. Example tasks to put on new hire checklist could include, but are not limited to:
Prepare any State & Federal tax forms that need to be completed. Some of these forms might require input from multiple individuals. Having a system in place where these can be created and completed online can save time and resources. The ability to upload these forms form a library can be beneficial to any busy HR professional.
Having a system in place to easily upload and create fillable forms can make this task much easier.
Prepare any job-related forms that will need to be completed and/or signed by the employee or current team member.
Gather any health insurance forms and benefits information
Identify any computer or other peripheral needs that need to be set up prior to the employee arriving on the first-day
Order any technology equipment
Order phone and create new extension
Obtain a new photo ID
Order business cards
Order any materials/supplies needed by the new employee
Make any arrangements for parking/transportation
Add new employee to relevant email lists
Identify any socialization tasks such as a tour of facilities or welcome lunch/meeting
Put together any supporting documents and links to any videos. These should be items that do not require any input or signatures. Example supporting documents might be included on a new hire checklist include, but are not limited to:
Welcome message for new employees
Any training material or videos that will need to be watched
Benefit packages to review
Assign tasks from the new employee onboarding checklist to current team members and new hires. An automated process for task reminders is an invaluable tool. Having the ability to set deadlines with reminders will ensure that the tasks will get done. It is also helpful to be able to visually see the progress indicators that show any outstanding tasks.
Assign all tasks to any relevant person with a due date
Order assignments according to time needed to complete tasks and dependencies between tasks
Create email remainders
new hire checklist
Monitor completion of tasks on the
Establish clear communication with the new hire. Having an employee portal to facilitate the new hire checklist can make this much easier. An employee portal can be viewed as their own virtual assistant that can help the onboarding process run smoothly. Here are some items to include when using a portal:
Their manager’s contact information
new hire checklist
List of tasks from the
Any materials that they need to review and/or sign (from Steps 1 & 2) A progress indicator and list of deadlines to help the new hire complete all the tasks
Review your plan and make the necessary tweaks for the next employee. Don’t assume that one new hire checklist is going to fit all employees! Luckily fully-automated tools such as ApplicantStack Onboard allow for on the fly updates and customizations.
Ready to implement your new employee onboarding checklist? Download a copy of our checklist here:
New Employee Onboarding Checklist
We are well into Q2 2019 but there are still some worthwhile HR conferences on the calendar. If you are thinking about registering, don’t delay. Rates go up in the weeks just before the conference.
Why Attend A Human Resources Conference?
The Human Resources profession is broad and dynamic. To be successful, you need ongoing training. In both your core specialty and all the peripheral skills you use daily. HR conferences provide an intense educational experience neatly packaged in a couple of days.
If your job requires you to keep a certification up-to-date, this is an easy way to do it. Most HR conferences allow you to earn HRCI or SHRM credit.
A conference also gives you a welcome break from your day-to-day routine. You will return with new tools (and new perspectives) to tackle the HR problems at your company.
Networking with peers is also invaluable. You can discuss issues in-depth and gain insights from your counterparts in diverse industries and locations. (A connection you make may also yield a job opportunity down the road.)
Here are ApplicantStack’s picks for the best conferences from May – December 2019.
1. World at Work 2019 Rewards and Compensation Conference
- May 6-8, 2019
- Orlando, FL
- For: HR generalists, compensation and benefits specialists, compliance managers
2. Inclusive Diversity Conference: HR Call to Action Conference
- May 6-7, 2019
- San Francisco, CA and online
- Host: HCI (Human Capital Institute)
- Earn HRCI and SHRM credit
3. APA 2019 Annual Congress
- May 14-18, 2019
- Long Beach, CA
- Host: American Payroll Association
- For: Professionals who work in payroll, accounts payable, HR or accounting technology, benefits
4. ATD (Association for Talent Development) 2019 International Conference & Exposition
- May 19-22, 2019
- Washington D.C.
- Online rate ends May 14
- For: HR specialists and generalists
- Keynote speaker: Oprah Winfrey
5. HCI 2019 Strategic Talent Acquisition Conference
- June 10-12, 2019
- Denver, CO
- Host: Human Capital Institute (HCI)
- Earn SHRM Credits
- Topics covered:
- Workplace Strategy
- Business Acumen & Metrics
- Global HR
- Compensation & Benefits
6. SHRM (The Society for Human Resource Management) 2019 Annual Conference
- June 23-26, 2019
- Las Vegas, NV
- For: HR generalists and all specialties
- Keynote speakers: Martha Stewart, Brene Brown
- Entertainment: Lionel Richie
- Earn SHRM credits
7. World at Work Executive Compensation Forum
- July 28-30, 2019
- Denver, CO
- For: Compensation specialists
8. HCI 2019 Employee Engagement Conference
- July 29-31, 2019
- Denver, CO
- Host: Human Capital Institute (HCI)
- For: HR professionals interested in employee engagement programs
9. California HR Conference
- August 19-21, 2019
- Long Beach, CA
- Host: Professionals In Human Resources Association
- Early rate ends May 31
- For: California-based HR generalists and specialists
- Earn HRCI and SHRM credits
10. HR Florida Conference and Expo
- August 25-28, 2019
- Orlando, FL
- Host: HR Florida State Council
- For: Florida-based HR generalists and specialists
- Earn HRCI and SHRM credits
11. 2019 Learning and Leadership Development Conference
- Conference: September 10-12, 2019
- Course: September 12-13, 2019
- Boston, MA
- Discount rate ends May 19
- Host: Human Capital Institute (HCI)
- For: Talent acquisition specialists, corporate coaches
12. Texas SHRM Global HR Conference
- September 11, 2019
- Houston, TX
- Host: Texan Society of Human Resources Management (SHRM)
- For: Texas-based HR generalists and specialists
13. 2019 Ohio HR Conference
- September 18-20, 2019
- Columbus, OH
- Host: Ohio SHRM State Council
- For: Ohio-based HR generalists and specialists
14. ASHHRA Annual Conference and Exposition
- September 21-24, 2019
- Chicago, IL
- Host: The American Society for Healthcare Human Resources Administration
- Special rate ends June 30
- For: Human resources generalists and specialists who work in healthcare
- September 24-26, 2019
- Austin, Texas
- Host: The Association for Talent Acquisition Solutions
- Early rate ends June 26
- For: Businesses that develop and market technology-based recruiting products and services
- Corporate TA executives and recruiters
- Applicant tracking system providers
- Data and analytics companies
- Job boards/search engines/aggregators
- Online publishers
- Recruitment marketers
- AI and machine learning companies
- Staffing firm executives
16. IPMA-HR International Training Conference
- September 22-25, 2019
- Miami, FL
- Host: International Public Management Association for Human Resources
- For: HR generalists and specialists
17. Talent Connect
- September 25-27, 2019
- Dallas, TX
- Host: LinkedIn
- For: Human resources generalists and talent acquisition/development specialists
18. HR Technology Conference
- October 1-4, 2019
- Las Vegas, NV
- Host: LRP Publications, Human Resource Executive
- For: Professionals who work in HR technology
19. CUPA-HR Annual Conference 2019
- October 20-22, 2019
- Aurora, CO
- Host: College and University Professional Association for Human Resources
- For: Human resource professionals working in higher education
20. CWC 2019 Compliance Conference
- October 23-25, 2019
- Nashville, TN
- Host: The Center for Workplace Compliance
- For: Members of the host association The Center for Workplace Compliance (Membership information can be found on their website)
21. 2019 Strategic HR Forum
- October 27-29, 2019
- Boston, MA
- Host: SHRM Executive Network HR People & Strategy
- For: Senior HR professionals
22. The HRSouthwest Conference
- October 27-30, 2019
- Fort Worth, TX
- Host: Dallas HR
- For: Southwest U.S.-based HR generalists and specialists
23. HR Comply
- November 14-15, 2019
- Nashville, TN
- Host: Business and Legal Resources
- For: Senior HR professionals, executives, business owners, employment law specialists, compliance managers
How To Get The Most Out Of An HR Conference
Research the classes and presenters. List the sessions you want to attend. If you are bringing team members, divide and conquer. You may be tempted to attend sessions as a group (we hope you are friends), but you will miss the concurrent events. Maximize your investment by spreading out. You can share what you learned with scheduled co-training after the conference.
Write down questions you want to ask the speakers. When you get to the conference, review your notes and questions so you don’t forget anything.
How To Convince Your Boss To Let You Go
Plan ahead. Research conferences early. This will give you time to get approval (and craft your pitch). Follow company policy for conference requests. Write a letter to the decision maker if required. Keep it short and to the point. Include the questions you are planning to ask presenters. Explain how each class/workshop will solve an HR problem in your company. If you are in charge of the departmental budget—make sure you allocate the funds for registration, travel, and lodging.
ApplicantStack’s new Indeed Sponsored Jobs integration boosts job visibility and analytics
At ApplicantStack, we’re always looking for ways to help employers find the right talent, fast. That’s why we’re excited to partner with Indeed and launch our new Indeed Sponsored Jobs integration. The integration lets you promote your jobs on Indeed using ApplicantStack, and gives you the performance data you need to optimize your hiring.
Shine the spotlight on your need-to-fill roles
While all of your public jobs in ApplicantStack are searchable on Indeed, as jobs similar to yours are added, older postings naturally “fall back” in search results and lose visibility over time. To give your jobs greater visibility on Indeed, you can pay to promote them as Sponsored Jobs. Sponsored Jobs appear prominently in Indeed’s search results, and they receive up to 5X more clicks 1.
Track and analyze your sponsored campaigns
This new integration brings you the robust data and analytics you need to evaluate your Indeed Sponsored Jobs campaigns. Because you will use a company-specific Indeed account to sponsor jobs, you’ll have access to their Employer Dashboard. The Employer Dashboard lets you see the clicks, applies, and other metrics associated with your sponsored campaign.
Easily measure and share campaign ROI
Your Indeed Employer Dashboard gives you the data you need to assess campaign performance.
See at a glance how many times your sponsored jobs have been seen and clicked on, and what your average cost per click is, so you can confidently report on current performance, and use that data to help plan future sponsored campaigns.
When you create new jobs in ApplicantStack, you’ll be asked if you want to sponsor them before you post. If you don’t have an Indeed account, you’ll be prompted to create one when you sponsor a job. Once you’ve completed your first sponsorship in ApplicantStack, visit https://ads.indeed.com/job/ads to verify that your campaign is live and your account is set up correctly.
Want to sponsor an existing job? You can start today in just a few easy steps:
1. Choose the job(s) you want to sponsor in ApplicantStack
2. Click “Sponsor Job on Indeed”
3. Select your budget (and provide a phone number if you’d like Indeed to call you)
4. If this is your first time sponsoring, visit https://ads.indeed.com/job/ads to verify that your campaign is live and to complete your one-time account setup
If you have questions about this new integration, please contact us via the support portal link within your account.
For questions about Sponsored Jobs on Indeed, you can contact them via email at email@example.com or visit their Help Center.
Please note that a valid Indeed account is required before your Sponsored Job campaign can go live, so be sure to verify that your account is set up correctly at https://ads.indeed.com/job/ads .
1 Indeed data (worldwide)
With over millions of job searches each month on major job boards like Monster, Indeed, and CareerBuilder, are you doing enough to make sure your job postings are searchable and stand out? When you think of Search Engine Optimization (or SEO), you probably think it pertains to online marketing and websites, right? You wouldn’t automatically associate it with job postings, but it’s just as important. Adding keywords to your job description is one way to make your job postings searchable.
Here’s how you can better optimize your job postings for better search results in three simple ways:
Do Your Research (Keyword Research, that is)
When writing your title and job description, it’s important to pick phrases that are relevant to your job posting. Phrases that are too general come with more competition and put you at risk for showing up at the bottom of the results page or delivering unqualified candidates. For example, instead of using basic phrases like “customer service” you should specify “customer service manager,” “call center customer service representative,” or “medical customer service.” The goal is to get as specific and relevant as you can to reach the most qualified audience (so you don’t have entry-level candidates applying for an upper-level position). If you’re stumped for keyword ideas, try out free keyword research tools like Google Adwords Keyword Tool to get keyword ideas.
Another way to research keywords in the job description is to look at competitor listings for similar postings and create a list of the keywords that they are using. Import your list to a free word cloud generator such as WordClouds so you can visually see the most used keywords being used.
Pick a Searchable Job Title
When creating a job title, you want to choose something that is simple and concise. Be careful not to use this an opportunity to “sell” your posting or get creative (eg: “Top Performers Wanted!” “Rare Opportunity with Great Company!”) because that makes your posting potentially unsearchable. Don’t title your job ad, “Chief Happiness Officer,” “Fashion Evangelist,” or one of these other ridiculous job titles. To better optimize your title, include the job description with career level or job type (part-time, full-time). Including the acronym to a job title along with writing out the job itself is also important. For example, if you’re hiring for a Registered Nurse, write out “Registered Nurse (RN).” By doing this, you’ll likely catch people who are searching out both of those common phrases.
Keep the job title accurate and concise (anywhere between 5 – 80 characters), and do not write the title in all CAPS. It is also important not to include any special characters unless you are looking for a C# developer. Keeping your job title simple, yet informative will make it easier to read and find.
Optimize Your Job Description
The job description is the meat and potatoes of your posting. A search engine populates the results of listings that have the most relevance, and relevancy begins in the description of your job posting. So how can you accomplish this? Using the results from your keyword research, pick 3 phrases and use those throughout the copy in your description. By using your keywords frequently, your posting will become better optimized and more likely to appear often. It’s also important to note that while you want to be relevant, make sure you don’t over-stuff your description with keywords so frequently that it starts sounding unnatural.
Indeed offers a great resource for writing job descriptions and even offers sample templates.
Make sure to include a strong, opening paragraph to explain the job and company culture. The ideal candidate is busy and doesn’t have time to read every detail of the job description so your opening paragraph needs to stand out and “sell” the candidate on the job early on. Be honest and do not exaggerate or underplay the responsibilities. It is also a good idea to provide an idea of your company culture that might attract applicants. Not only include employee benefits, but also the cultural vibe. For example, does your office allow telecommuting? Does your office have a dress down policy? Mention any benefit that would set your organization apart from your competitors. If you want to see more on this topic see our article on Why Employment Branding is Essential for the Job Recruitment.
Optimizing a job posting can be time-consuming. If you need help with writing one or are not sure which keywords are the best for your posting, you can always consult with your marketing department for optimization help. They’ll be your best resource for helping you craft a searchable and creative job posting.
Recruiting, hiring, and onboarding are the three stages in the path to acquiring a happy, productive employee. At its core, each is about making a connection. A thorough understanding of the psychology of communication is the greatest tool one has in ensuring the success of this process.
How to Recruit
Find Job Candidates
Potential applicants typically fall into one of three groups: active candidates, passive candidates, and current employees. While recruiting tactics differ for each, most candidates are motivated by the same basic needs. However, the avenue for finding each type of candidate will differ.
About 30% of the global workforce is made up of active candidates. These are people who are pounding the pavement (or the keyboard) in search of a new job. They may be unemployed or unsatisfied in their current position. Active candidates are more ‘traditional’ in that they can be found at career fairs and on Internet job boards. They’re checking out careers pages to see what’s available. And they’re highly motivated to find something, often as quickly as possible. Although active candidates are often seen as less desirable than passive candidates, there are plenty of brilliant people out there who are looking for a new career. A layoff or temporary unemployment shouldn’t give hiring managers pause unless there are larger problems.
This type of candidate has been on the rise largely due to social media channels. Social networking has given companies access to the information and professional details of people who aren’t necessarily looking to find a new career. It offers an entirely new area of recruiting, and there are new and different rules for how to recruit these passive candidates. The first step in recruiting a passive candidate is getting that person’s attention. In order to do that, you’ll need to understand the intrinsic motivation of that person. How? By starting a conversation.
Promoting a current employee isn’t typically thought of as “recruiting,” but the same techniques and strategies often apply. A current employee who is happy in his or her position may take some persuading, so the same techniques apply. These candidates can be among the easiest to recruit, and it’s one of the best ways to fill positions. Other employees will see that their colleague’s work has been rewarded, and will be motivated to work harder in pursuit of their own professional goals.
Assess Job Candidates
The usefulness of personality tests for corporate recruiting is hotly debated. While it shouldn’t necessarily be the deciding factor, it can provide advantageous information if a company knows what it is looking for. The best corporate personality test provides insights into the strengths and potential weaknesses of a candidate.
Cultural fit plays a huge role in the success of a new hire. If a candidate doesn’t feel like he or she fits in, it will be difficult to prosper in the position. Corporate culture doesn’t happen by chance. It has to be defined by stakeholders and promoted internally and externally. Potential applicants will judge a company based on the culture it portrays, which is why a clear and appealing brand persona is a must.
Hiring managers should be aware of any propensity they have for unconscious bias in hiring. Bias is an inescapable part of being human; everyone harbors some kind of bias. Recruiters and managers need to know about any bias they are particularly susceptible to, so that they can avoid flawed logic when assessing candidates.
How to Hire
Know the Market
The job market has changed dramatically over the past twenty years. Corporations no longer hold all of the cards. Instead of remaining lifelong employees, Millennials change jobs frequently, often in as little as two to five years. Employers have to sell themselves just as much as candidates do. The key to a successful sales pitch lies in knowing one’s audience.
Know the Candidates
So what, exactly, are today’s job candidates looking for? There are dozens of articles out there covering the broad strokes. Employees want to work for companies that care about work-life balance, that are giving back to society, and that share similar values. There are also basic needs the recruitment process must meet. Will the candidate make enough money to live nearby? What kind of job security is offered? Once these essentials are guaranteed, recruiters must figure out how to recruit a candidate based on that person’s unique goals.
The hiring process should be a dialogue. The company and the potential new hire are each seeking something out of the relationship. Want to know how to get a candidate to accept a job offer? Make sure the offer is tailored to what that person wants from a career. The only way to discover that is to ask!
Know the Needs
It can be tempting to cram an incredible person into a role that just isn’t the right fit. That’s not to say that a brilliant person shouldn’t be snatched up when one is encountered. However, that person may need flexibility within the role to exercise his or her brilliance.
By the same token, companies often tend go overboard on their lists of ‘requirements’ when writing a job posting. This can discourage wonderful candidates who may be perfectly qualified for the position. Assess the needs of the position with a critical eye and determine which qualities contribute to success. Does the receptionist really need a college degree, or is an outgoing, people-pleasing personality more of a priority? Be realistic and open to candidates who don’t precisely fit the profile to find those diamonds in the rough.
How to Onboard
Onboarding is an ongoing process. But those first few weeks are key to successfully integrate a new hire into a company. Onboarding new employees is a group effort. A new hire is taking on not just different job duties, but finding his or her place within a small group. “Office politics” aren’t optional, as much as one might wish them to be. Instead of fighting it, companies should teach new employees the informal norms as well as the written rules.
Mentoring programs, lunch and learns, and socialization opportunities are critical to help new hires find their niche within the larger spheres of their departments and the company as a whole. Onboarding can start well before the first day of work. Onboarding software takes care of the paperwork, signatures, and information dissemination so that the new hire can get going from day one.
Like corporate culture, onboarding is going to happen whether it’s intentional or not. Companies need to control and formalize the onboarding process so they can help new hires succeed. When a company develops strategies around how to recruit, hire, and onboard a new employee, the processes should be seamless and cohesive. The trick is to retain the human element. Human resources and hiring managers are not going to be automated anytime soon. Give each applicant a chance to stand on his or her own merits, tailor an offer to the individual’s needs, and check in frequently for a successful onboarding experience.
Ten Tips to Succeed
- Sell the Company. Applicants have options. What’s the unique selling proposition? And how does it match the needs of the applicant?
- Try Multiple Avenues. Superstars can be found on LinkedIn, at career fairs, and in the office.
- Use Data. A flooded inbox is overwhelming. Online applications, pre-screener questionnaires, and resume keywords can score and rank and unqualified candidates. An applicant tracking system does much of this automatically.
- Stay in Touch. Communication is key. (Did we say that already?). Stay in touch with past applicants. Respond to current applicants to keep them abreast of what’s happening. Thank applicants for their time.
- Avoid Bias. Bias takes many forms. Recruiters need to be aware of their own.
- Don’t Underestimate Active Candidates. Motivated, interested applicants take time to reach out to the company. That’s worth a second look.
- Communicate. Candidates shouldn’t slip by just because they aren’t getting what they way. Encourage applicants to talk about what works (and doesn’t work) for them.
- Analyze Needs. Know what the company wants before listing the job. Job postings overloaded with must-haves rule out candidates who may be perfect.
- Promote Corporate Culture. Company values can be a determining factor in whether or not someone applies for or accepts a job. It can persuade someone to accept an offer. And it sets the stage for successful (or unsuccessful) onboarding.
- Stay Engaged. New hires need nurturing. Check in regularly with the employee, manager, and colleagues to ensure that everything is going well.
- Following these simple tips can make a difficult situation easier all around. The power dynamic isn’t easily navigated, but mutual respect (and communication!) can lead to happier outcomes.