When it comes to hiring, too many companies are stuck using “old-school” methods for posting job availability and connecting with potential candidates. It’s time to step into the modern age and revolutionize your hiring process. Here are a few tips to help:
1. Go Digital but Be Human
Your application hiring process should be a digital process one in which an applicant is compelled to upload a resume to your website job posting based good copy that sizzles a call to action to apply for that job opening. It is a call to action. If you are still asking candidates to fill out paper applications and turn in printed resumes then your competition is on your tail. In addition, when receiving resumes the goal should be to look for reasons to rule someone in, rather than rule someone out. Resumes are subjective and perhaps an applicant has not shared something on a resume that could solve a need that you have. Reach out and contact applicants who may not hit the bull’s-eye- but may hit the target of your job need.
2. Hire a Recruiting Company
Let the professionals do the heavy lifting. Recruiters are well-connected in the industry, especially if you are working with a recruiter who specializes in your niche. Hire a recruiter who can take charge of the hiring process. They will have the experience and networks to find highly qualified applicants for your company.
3. Online Job Sites are Largely Ineffective- No Matter What Anyone Tells You
Most companies assume that online job sites are the best place to post job openings, but the truth is that these sites are too much of a hassle to deal with. When a job is posted to an online job board, it is easy for qualified resumes to get lost amid thousands of other resumes. If you post your job opening online, expect to be bombarded with unqualified applicants.
4. Ask Behavioral Questions in the Interview
Ask behavioral based questions, so that you can get an idea of the ways the candidate would handle various situations. Put that person squarely in the job and ask them how they would solve it. After all, the reason for hiring anyone is to solve needs. When interviewing potential candidates, avoid weird questions like “What would animal would you be if you were reincarnated?” Some people think that these questions are funny, but they don’t provide any beneficial information about the candidate.
5. Test Candidates Before They are Hired
Unfortunately, many people lie about their experience and skill set on their resume. Instead of assuming that everyone is truthful about their qualifications, you should consider testing your top candidates. These tests might be focused on technical skills that will be required, or you might choose a basic background check to look for criminal history. Some companies like to use personality tests to get a better understanding of the ways an employee will fit within the current team. To be candid, the majority of personality tests are useless. Test candidates by putting them on the spot. It may be uncomfortable but in the real world, unexpected events are the norm. Have them make a phone call to solve an issue and see how they conduct themselves. Look for resourcefulness. You can teach a skill set to a chimpanzee, but the number one thing that most employers should look for is resourcefulness or creativity.
6. Quickly Hire a Qualified Candidate
When it is time to choose the best candidate for the job, some companies are hesitant to make a fast decision because they wonder if they can find someone else with better qualifications. If you really like the applicant, then you should hire them as quickly as possible. Delaying the process to hold out for other options might result in a situation where you lose a great candidate to a competitor.
Partnering with an employee placement company is one of the best steps that you can take to connect with the right employees. Here at Premier Search, we specialize in the senior housing industry, and we can help you find the best available candidates in skilled nursing, assisted living, independent living, etc.
Contact us today to learn more by calling (800) 801-1400.