Having the right talent for your organization is important.
But finding the right talent is often a difficult endeavor. In a world where everybody is competing for the same employee base, how do you stand out, set your hiring practices apart and make the process a great experience for everybody involved?
In this second part of a two-part interview with Sally Brause, we talk all about:
- Her six-step hiring process
- Why most people get the hiring process wrong
- Why the transition process begins the moment a candidate accepts your offer
- How to prepare them for a counteroffer
- And so much more
The six-step hiring process
Sally and her team have instituted a six-step hiring process in order to find, hire and retain top talent, and it may just save you time and a few headaches.
1. Identifying the candidates
It’s crucial to know exactly what you’re looking for. So with every opening on your team, your hiring managers should be taking a look at the positions with fresh eyes and asking questions.
Is the role designed in the best way? And if not, how do we redesign it to get the right person?
2. Sourcing the candidates
There are active candidates (those who are actively pursuing employment) and there are passive candidates (those who are gainfully employed, but are open to new opportunities).
Knowing the difference is key, as well as asking yourself a few questions, such as “How quickly do I need this job filled?” or “How much time am I willing to spend identifying the right candidate?”
The answers to these questions will help you decide which candidates to look at.
3. Attracting the candidates
How do you get a person to show interest in your role who already has a job? Maybe it’s by getting to know them a little better or getting a referral.
Let them know that now or at some point in the future, you’d like to consider them.
4. Assessing the candidates
Your hiring and interview process should mirror the exact qualifications and expectations of the position.
So as your hiring managers look at the position, your interview should be designed specifically for those qualifications.
5. Offering to the candidates
The offer is about more than just money. Make sure they know what you can offer based on what they’ve said is most important to them.
6. Transitioning the candidates
This begins the moment your candidate accepts an offer. Prepare them for a counteroffer, help walk them through the process and stay with them to answer any questions they may have.
The hiring process can be a confusing one, but it doesn’t have to be. It can be a great experience for everybody involved.
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