Every CEO wants to collect true talent and put together a badass team – but you can only be as strong as your recruitment and the impressions you make. What’s the word on the street about your company? Let’s polish things up with these fresh recruitment hacks to ensure that you’re attracting the right folks and keeping things real.
BE TRANSPARENT FOR GOD’S SAKE
Give your candidate all the information he needs from the get-go. What’s the position about? What does that really mean? Who will he meet? What does he get? Just lay it out and you can even use a presentation like this to help you.
Your transparency is crucial here. No one wants to work for a shady company.
Share links to your Facebook, Twitter, Instagram, YouTube and Glassdoor profile so your candidate can have it all in one place.
INTERVIEW STRUCTURE
Train your interviewers on how to hold a great interview: what the structure should be, what questions to ask (and not to ask) and to show basic courtesy (like keeping eye contact, not pulling out the cell phone, you know the drill).
Source:Rework
INVEST SOME CARE
Write a welcome message on the whiteboard with their name so they see it as they walk in. Keep things relaxed and make a good impression – because you’re also being interviewed for how much of an asshole or not you are. Tour the office, chat, have coffee. Can you imagine working with this guy or gal? If your candidates feel like they matter, they’ll give you their best shot.
RESPECT YOUR CANDIDATE’S TIME
If you wouldn’t want to come in for five different interviews for the same company, what makes you think they will? Respect people’s time and merge interviews together, if possible. Instead of playing email ping pong, use efficient scheduling apps like Calendly, Doodle, YouCanBook.me or GoodTime.io.
SPEED MATTERS
You’re probably not the only company the candidate talks to. Often times, whoever presents the offer first, wins. Quit being lazy and reply to emails the same day or even the same hour, if you can. Pick up your phone and call or shoot a text to personalize and speed up the conversation. The main thing here is that you don’t take your time. Evaluate things quickly, communicate the feedback, and start scheduling the next steps.
If you need some help, try looking into some Applicant Tracking Systems. They can alert you when candidates are left hanging in the process without any action.
“THANK YOU” GOES A LONG WAY
It’s pretty rare for a company or recruiter to send a candidate a thank you message for their time and interest in your company, ‘cus it’s usually the other way around. So do it.
FOLLOW-UP AND ASK FOR FEEDBACK
Use Google forms, Typeform or any other free tool to create a short feedback form to send to candidates after the interview process. Put in the effort to see if your process is working, if your candidates feel good, and if there are areas that you can improve.
