Businesses, on an international scale, would be nothing without their staff. This is why it can be such a shame to see huge CEO’s reap incredible bonuses while staff annual salaries fail to grow for years. However, that’s a question is a complex one, and perhaps one worth digging into at a later date. After all, before a business is able to improve conditions year after year for its staff, it needs to hire them.
Finding the best staff is not always about waiting for them to come to you. It’s about being an appealing place to work for, ensuring that you actually do read the resumes that are sent to you, and giving everyone a look. Of course, as a firm it can be hard to go through thousands of applications, and it can sometimes be hard to whittle the final candidacy list down to even ten people.
However, it is possible to apply better standards to your hiring process, not only hire the best people, but to bring them to your firm in the best manner, ensuring that talent is never in short supply:
Use The Right Software
It’s important to be as effective as possible when managing applications, but when it comes to thousands of them, this can be a large organizational ask. This is where the best recruitment software can help you, as it not only gives you the chance to optimize your data entry, but to scour the best applications easily, and to ensure every single person who applies followed the same reasoned process. You can be sure that those involved in your recruitment tasks will appreciate this, especially your HR.
More Than A Resume
It’s important to consider more than a resume when deciding to bring in certain applicants. Sure, this is the thing that gets them in the door, but it in no way demonstrates their personality or how effective they may be from an interpersonal perspective. Be sure to ask open questions, questions that not only dig for information, but allows the interviewee to contextualize. Here you will be able to see the personality, the professional candour, and the desire they have to work the job. More than a resume is always important.
It can be important to distil the information you gain when looking at potential candidates. For example, removing the name, race, age and gender of the application from their application and only looking at their skillsets, while having your interviewers relate to you the success of their interview can ensure you are not making the decision due to any form of bias, well-intentioned or not, which will help your business become a meritocracy that only translates to the best talent. In a world of deep industry-wide competition, you may have success over an employer in a relevant firm, who may not hire someone based on if they are perfect for the role, but if they can play golf with them.
With this advice, we hope you can hire more effectively, through and through.