Are you screening people out, rather than in? Using knockout questions as your sole source of screening will result in a pile of mediocre candidates. Instead, consider training your hiring managers to quickly spot those candidates who are extraordinary.
Do you have to have a degree in computer science in order to apply? That may be fine if you are looking for an IT person, but what about if you are seeking to fill a position where technical skills are secondary? When is the last time you tried applying for a job with your company? How easy was it to apply? Or are you still online trying to get the system to accept your application?
Is your hiring process too impersonal? We’ve all heard stories about applying for jobs and never hearing again from a company where you have interviewed. It’s time to teach your hiring managers manners. At a minimum, a letter should go out to candidates thanking them for their time and letting them know when they are no longer in consideration for a particular position.
Is your company taking months to make a decision? Taking months to fill a job, when there are plenty of well qualified candidates, sends the message that you have more important things to do then fill this position. Is that really the message you want to send to candidates you may want to hire?
Does the right hand know what the left hand is doing? I’ve been in in a situation where I received a rejection letter from one division the same day I received an offer letter from another. Confusing…yes. Impressive…no. Make sure your message is clear when you are trying to woo a candidate.
Finding great hires in any economy can be a challenge. Start with a good hiring process and you’ll no doubt end up with top talent.