When you find the right candidate to fill a position, consider these best practices to boost your organization’s hiring success.
Consider soft skills. Education is important but soft skills are crucial, such as communication, creativity and adaptability. These are the skills that cannot be easily taught and are often critical to long-term success of the employee. Many organizations utilize personality assessments designed for businesses to gain insight into a candidate’s compatibility with the team and company at large. Gaining insight before hiring can help avoid unnecessary turnover and determining if a candidate aligns with the organization’s values.
Maintain a current image on job sites. Keep job postings updated with any new information that pertains to the roles you are seeking to fill. Be sure to remove filled postings and communicate to applicants that the job selection process is closed. You will also want to manage on-line reviews. Respond to reviews in a timely manner. Encourage your organization’s existing team members to post reviews as a way to present information on workplace culture. The reviews speak to your organization’s reputation and may affect the quality of applications you receive.
Offer total compensation information up-front. In additional to pay, offer details about any performance bonuses, profit sharing, 401k contributions, paid time-off, medical benefits and any other compensation-related information. Most prospective employees make decisions based on compensation so you will want to be as thorough as possible.
Hiring isn’t an exact science. However, being organized and having all of these elements in place will help find the right talent to fill your organization’s job openings.
Let’s Talk About Hiring
If you’d like to learn more about SDP’s HR Support service let’s talk! Our HR Services Department is always available to answer any questions you may have.
For the latest updates, follow us on Facebook, Twitter, and LinkedIn for even more business tips and news.
*Southland Data Processing, Inc. (“SDP”) is not a law firm. This article is intended for informational purposes only and should not be relied upon in reaching a conclusion in a particular area of law. Applicability of the legal principles discussed may differ substantially in individual situations. Receipt of this or any other SDP materials does not create an attorney-client relationship. SDP is not responsible for any inadvertent errors that may occur in the publishing process.