Recruiting in 2022 was difficult. Recruiting in 2023 will be even tougher. The question will be, do you want to find top talent? Here are 5 of the best-recruiting tips to avoid hiring struggles.
Depending on which side of the fence of you sit on, recruitment is either the best thing you can do or the worst, a little bit like marmite I suppose! For me, I sit on the former, but for many, the great resignation meant a vast amount people are on the other side of the fence.
Constantly banging your head against the recruitment wall, people not answering the phone, candidates not attending interviews, or then turning up and demanding vast amounts of money are some of the common issues when it comes to the hiring game. So the best way to recruit employees should be a focus of any business.
I’m here to tell you something: you’re not the only one dealing with it. I suffer with all the above, but I live by Paul’s motto and live in the IS world and not the SHOULD world.
But I’ve found a way to lessen the frustration by knowing who I want sat across from me in the office. After all, those who don’t turn up don’t frustrate me but rule those candidates out who don’t match up to their CV. I thank those individuals for their time and move on. After all, we are in the business of hiring A-players here and not scraping the barrel for the dregs.
The trickiest part about this is that we are all hiring for roles along the way that we’ve never done ourselves, but are having to make decisions without the required knowledge to make informed decisions. So instead we generalize their traits, guess at skillsets into a job description, and hope we land a knockout punch!
I developed a ‘recruitment avatar’ document and shared it with our senior managers, which allows us now to identify clearly who the perfect candidate is. No longer do we want someone fun, and charismatic with 5 years of management experience.
It’s not enough these days to deliver A-players. Using this recruitment avatar, we can tailor our job ads and direct the interview process ourselves to save time and deliver the best candidates.
Here are 5 simple steps to improve your recruitment process to deliver candidates of quality that save you time and a lot of stress.
1. Why Did The Last Hire Fail?
How often do we see right across the world, in so many different areas, the same mistake being repeated? Insanity is defined as doing the same thing over again and expecting the same results. It’s time to start understanding both your failings AND their failings to improve the future. What were they missing? What did they say they had that they truly didn’t have? What did they keep doing that broke the trust in your working relationship with them?
2. Why Were They Great?
So, you lost your superstar. Nobody wants it to happen, but realistically it’s going to happen to us all at some point. It may be someone’s fault, it may be the fault of nobody, but it happened so let’s dissect what was so great about them.
What did they deliver that made them great? Where did they work that really developed those skills? How do we hire version 2.0 of your superstar? I’ve spoken to a lot of you about the coffee shops where I met Paul. I’ll tell you now there are hidden gems everywhere, people possessing intangible assets you want: sales, marketing, customer service, bu
ilding culture, you just haven’t looked up in a while to be able to see it. Also, this is my way of saying go and grab a Starbucks, Dunkin’ Donuts or your preferred coffee and see if you can see a superstar hiding in their corporate uniforms. You never know who you might find…
3. What’s Non-Negotiable vs Desirable
Understanding what’s essential for your role to be a success against what’s nice to have is essential in making sure you have the best chance of succeeding. Too often employers have a list of things they want candidates to have but don’t know which is non-negotiable and which is desirable. When they hire and find out they have all the desirable traits and none of the non-negotiables they then then sit back and wonder why it didn’t work out …
Well they’re fun, creative have created social content, but never worked with a CRM and with the essential part of the job being to work daily with the CRM and they just couldn’t master it and have ticked 3 of the 4 boxes, but not the key component. Know what you need and you’ll be a step closer to relieving a little bit of the stress, time, and cost.
4. Sell Your Value In The Ad
It’s an employee’s market and everyone is selling themselves (recruitment is just marketing for candidates), so the ads from 2 years ago won’t work now. They key is to sell the value of working for you, go with the things you provide that others can’t. The hiring process becomes easier when you can sell the employee on your company being a desirable place to work. The best recruiting methods can aid you in finding the right people, as we have.
We asked Lester why he choose to come work for us as a marketing assistant during annual planning this year and it formed the basis of the new marketing assistant ad. We want another Lester, so what better way to attract another one than ask the very individual themselves. And don’t be afraid to reach out to a past superstar and ask them why it was that they loved working with you! You never know they may not be so happy and want to come back. Who knows if you don’t pick up the phone?
5. Ask Them How They Are And Save Yourself Some Time?
Anybody who has spoken to me around the recruitment process knows I like to term the phone interview as the ‘first date’. Unlike during my teens and 20s I have much more success in these first dates than I had in previous. Maybe it’s the diamante boots that I own these days, who knows?
Anyway, I start every interview by simply asking them “How are you?”, “How’s your week going” and “What are your plans this weekend?” Simple right?
I’ll dive into the plans with their parents, the trip to Disney, I’m providing them with the best chance to succeed by being comfortable, I’m getting to know them, I want to see if they ask me how I am, etc. and most importantly can they hold a conversation with a random person they’ve never met?
If you need to talk about recruitment, job ads or mastering the first date (in hiring not in love!) then don’t hesitate to reach out at Luke@paulGough.com.
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