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Hiring Best Practices: 7 Tips from CareerPlug’s Director of HR

Introducing CareerPlug’s Hiring Opinions

Last year, the CareerPlug team spent time articulating our long-term vision. One of the key results we decided to make clear is our Opinionated Approach to hiring.

An Opinionated Approach means we take a stand on hiring best practices and what matters most to setting our clients up for success. It also means that we invest in creating a playbook to success for our product users and a path to becoming hiring experts. That means we may not be the right partner for every company, and that’s okay.

As CareerPlug’s Director of Human Resources, I want to share with you some of the core opinions that make up our Opinionated Approach to hiring. These principles keep us growing in our own hiring practices and push us to create exceptional experiences for our clients.

Know Who You Are

Before you think about who you need to hire, step back and think about who you are as a company.

What’s your mission? Where are you headed? What do you value? How are you different? You might also ask some of your current team members these questions.

The answers to all of these questions compose your company culture and give you a roadmap to the kind of people you will attract, develop, and retain. Integrate this directly into your hiring process. Share it with candidates, and look for people who align with your vision.

Candidate Experience Hiring

Creating an exceptional experience for candidates is essential to moving people through your hiring funnel to become quality hires. Remove barriers to applying like cumbersome job applications where job seekers need to re-enter information on their resume or create a login. CareerPlug makes it easy for candidates to apply by never requiring a login or detailed employment history.

The longer a job application takes to complete, the higher the applicant drop-off rate. During the hiring process, remember that candidates are evaluating your company just as much as you are evaluating them. Communicate openly, give candidates a chance to ask questions, and present a realistic view of the open position.

Even if you never talk to an applicant after they apply, remember to still send them a polite rejection email. No one likes to feel like they’ve sent their information into a black hole. Creating a positive experience with every candidate will help you maintain a healthy employment brand and ultimately attract more applicants.

Standardize Your Hiring Process

Having a standardized hiring process is one of the core advantages of having an Applicant Tracking System. By running every candidate through the same hiring workflow, you teach hiring managers best practices, help remove potential bias and subjectivity, and give candidates a consistently positive experience with your company.

When it comes time to making a hiring decision, having a standard process ensures you’ve addressed all the criteria that matter most.

Quality Matters More Than Quantity

Sure, it’s awesome to see 100+ applicants apply to your job. It’s less awesome when none of them are qualified candidates. While volume in hiring can be helpful, it’s more effective to attract candidates who would be a good fit, even if they are fewer in number.

You don’t need 100 applicants, you just need one applicant who’s the right applicant. Focus on tailoring your job description to your ideal candidate — from the job title to the compensation amount. When you’re clear about what you need, job seekers have the chance to self-select in or out.

Always Be Hiring

The wrong time to start hiring is when you needed a person in the door yesterday. By always keeping a lookout for top talent, you build a hiring pipeline. When you’re in a bind, you have someone to call without jumping into the recruitment process and waiting for new job board applicants.

Keep in touch with the candidates who are “not now’s” instead of “no’s.” And keep a post active on your careers page to leave the door open for the right person.

Hire for Growth Potential

At CareerPlug, we believe candidates who exhibit the behaviors and talents to succeed in the job over time may not always have the ideal amount of previous experience. Look for potential employees who can grow with you: people who are high achievers, learn quickly, and have a track record of bringing their best.

Hire Like You Sell

A great sales leader builds processes, sets goals, and holds people accountable for results. These processes and goals pave the way for those results. Treat your hiring process like your sales process: from a compelling offer, qualify prospects, follow up quickly and regularly, define the process, and track results.

An ATS is for your hiring what your CRM is for your sales team. Utilize your ATS to manage job candidates, create an effective funnel, and close the deal (make the hire).

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