One of the most frustrating aspects organisations face in recruitment
is the risk taken in hiring someone, who for some reason or another, is not a
good fit and soon leaves the organisation. So how can this be prevented? The
key lies in optimising your hiring steps to not only attract the best candidate
for the role, but also to ensure they stay on board and remain active
participants that contribute to your organisation’s goals. We will show you how
you can actively utilise some of these strategies with leadership qualities in
mind, so that as an employer you can attract (and keep!) the best talent.Attracting the best through your job description and screening
Consider the thought process of a talented candidate on the
hunt for a new job; they scroll through hundreds of job vacancies only to see
the same, dull outline of a position. These organisations in no way reveal any
incentive or passion for this prospective employee. However, you can change
that. The best way to ensure the right
people are applying for your position vacancy is to perform the ‘screening out’
process. For example:
Rather than focusing on clarifying that the requirements
for the position vacancy you have is for someone who possesses “5 years
experience” and a degree in your respective field, it might be more
advantageous if your advertisement conveyed the following, “Use your degree and
professional training to work within a highly trained team to provide an elite
level of service, as well as focus on your individual career development.” This
will certainly draw higher quality seekers to your campaign.
Encouraging the top candidates through the interview process
When planning to process potential employees onto the next
phase of hiring, make it a priority to approach each candidate with the
following thoughts in mind: “How will I be offering the candidate a CAREER,
rather than simply a job within this organisation?” and, “Can our team values
and vision translate to their own values and strengths?”. That way you can
ensure that the candidate selected is a good fit culturally, possesses adequate
knowledge and competencies to fulfil the position, and also can be a valuable
asset that is focused on their own development pathway.
Keeping successful candidates through effective leadership
It widely known that job satisfaction and engagement of
employees are imperatives for the success of not only individual productivity,
but also the organisation’s as a whole. Recently, a study known as Project
Oxygen was initiated by Google and endeavoured to identify what made leaders
within their organisation the most effective; and the results, although very
straight forward, can be applied to any leader in any workplace.
The key strategies effective leaders need:
- Identify a clear vision and strategy for their team
- Provide employees with a career, not simply a job
- Be goal-oriented and productive
To shift the type of candidates who apply for your next job
vacancy, it is imperative to move away from the traditional job descriptions,
emphasising the minimum skills required, and a focus on describing compelling
career opportunities to hire effective team players who are competent,
motivated and excited about their career. After that, employing key leadership
strategies will ensure these top candidates will remain engaged and dynamic
participants of your team.
Are you utilising clear and efficient screening practices?
Core hiring metrics such as time to hire and retention can be significantly improved by using innovative online screening systems. Psych Press’ Voice Advantage allows you to quickly identify the true voice of the talent you need by pre-recording interview questions, and then allowing you to review the best video or audio responses in your own time. Our psychologists can also work with you to generate an online screening system to filter out unqualified candidates then create behavioural styled interviews for only top candidates to use.
See how Voice Advantage works.
See how Voice Advantage works.
Happy hiring!
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