the following tips to improve the hiring process.
Remember the Golden Rule: Treat every candidate the way you'd like to be treated.
Work with hiring managers to create detailed job descriptions that accurately detail the qualifications needed for an open position.
Make sure you understand the technical qualifications necessary for an open position. If you don't, consider a dual hiring process in which a technical employee screens candidates for technical competencies and HR screens for soft skills and cultural fit.
Don't rely solely on resumes. Consider using online screening tools and/or job assessments such as The Profile Assessment, which bases job-match patterns of a candidate on the patterns of those who've performed successfully in similar jobs.
Coordinate the hiring process and communicate often with internal managers.
Train and empower managers to conduct their own interviews, thus decreasing their reliance on already overworked HR staffs.
Pay employees for candidate referrals that lead to job offers. Employees typically don't refer people who wouldn't be good fits for the company.
Communicate honestly with candidates about the corporate culture. Don't say you have a collegial management style if employees are, in reality, treated like new recruits at boot camp.
Work to become a respected strategic partner whom hiring managers trust and rely on.
It bears repeating: Treat others the way you expect to be treated.
Remember the Golden Rule: Treat every candidate the way you'd like to be treated.
Work with hiring managers to create detailed job descriptions that accurately detail the qualifications needed for an open position.
Make sure you understand the technical qualifications necessary for an open position. If you don't, consider a dual hiring process in which a technical employee screens candidates for technical competencies and HR screens for soft skills and cultural fit.
Don't rely solely on resumes. Consider using online screening tools and/or job assessments such as The Profile Assessment, which bases job-match patterns of a candidate on the patterns of those who've performed successfully in similar jobs.
Coordinate the hiring process and communicate often with internal managers.
Train and empower managers to conduct their own interviews, thus decreasing their reliance on already overworked HR staffs.
Pay employees for candidate referrals that lead to job offers. Employees typically don't refer people who wouldn't be good fits for the company.
Communicate honestly with candidates about the corporate culture. Don't say you have a collegial management style if employees are, in reality, treated like new recruits at boot camp.
Work to become a respected strategic partner whom hiring managers trust and rely on.
It bears repeating: Treat others the way you expect to be treated.