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December 11, 2017

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Having Trouble Recruiting? What You’re Doing Wrong

How do you attract great talent? Do you have a clearly defined recruiting process? Some businesses have hundreds of resumes to choose from, yet they’re unable to hire qualified candidates or hold on to new hires. When employee turnover and disengagement remain pervasive problems, chances are there’s a systemic problem with the recruiting process.

Do these pain points sound familiar?

  • Problems finding suitable candidates in spite of hundreds of applicants for new job postings

  • Interview challenges: candidates who lose interest in an opportunity after an interview

  • Offers are extended, but not accepted

  • Repeated instances of employees who leave shortly after being hired

It’s hard to find good help these days. The cliché is old but unfortunately true—I’ve heard many clients express frustration over hiring challenges. Fortunately, you can make it much easier to attract qualified candidates if you establish some smart recruiting strategies.

Consider each of these questions as you walk through the recruiting process:

  1. What are the market salary standards for the position(s) you’re hiring for? Candidates may not bother applying if your salary standards aren’t competitive enough. Research market standards before posting a job description to make sure you’re not losing out on great talent. Does your business have a reputation for paying below market standards? Make a break from your past by highlighting competitive salary ranges in new job postings.

  2. Are your job descriptions clear, realistic, and accurate? Consider this document the first step in managing job performance and communicating expectations to a potential employee. Make your job description as comprehensive and up-to-date as possible if the role has changed since the last hire for that position. Remember to include these details:

    • Essential qualifications and/or certifications

    • Education requirements

    • Skills and experience

    • Job title and purpose

    • Essential functions and responsibilities

    • Future outlook for promotion

    • Physical and mental demands of the job
  3. For more tips about writing winning job descriptions, read Predicting Success: Attract Exceptional Talent with the Right Job Description (link to article).

  4. Are your interviewing techniques effective and professional?

    • Are hiring managers properly trained and experienced with effective interview methods? Read helpful tips about proven interview process in New to Interviewing? Facilitation Prep for Beginners

    • Are candidates answering every question so hiring managers can properly compare candidate experience, skills, and aptitude? Learn how to cover all the interview bases in Back to Basics: How to Conduct an Effective Interview

    • Are interviewers unwittingly crossing legal boundaries or turning candidates away with inappropriate questions? Check out these tips in What Can I Ask During an Employment Interview?
  5. 4. What hiring and on-boarding processes do you use? Candidates may lose interest if you don’t follow-up with them after an interview. Once you make a hiring decision, double-check your existing on-boarding process to make sure new hires can hit the ground running from day one.

Eileen Levitt

As Founder and President of The HR Team, Eileen Levitt attains great personal satisfaction in helping small, mid-size, and emerging companies focus on what they do best; directing business growth and profitability.