101: Hire better
Does your company plan growth in 2019 requiring new positions? Here are some expert tips on creating job ads, screening applicants and interviewing candidates, to help ensure whoever you welcome onboard will be the best fit possible – and save you time as well.
Watch ad wording. Crafting of effective job descriptions involves no more than six “must-have” bullet points with “nice-to-have” requirements as well, “so as not to discourage candidates who could learn secondary skills on the job,” writes Nikoletta Bika at Workable.com. Steer clear of clickbait-type lines (such as “Great opportunity for recent graduates!”) and be specific when describing your organization. For example, saying your company is growing fast isn't as useful to job hunters as saying the company just opened three new locations.
Pick up the phone. Set up a list of phone-screening questions to identify qualified candidates more quickly and move the hiring process along. “Using a consistent set of questions in both this step and your face-to-face interviews will help ensure you're evaluating candidates equally,” says an article at Entrepreneur.com.
Interview promising candidates more than once, in different places. Brian Tracy and Mark Thompson, authors of “Now, Build a Great Business,” give this advice to hiring managers at Monster.com. Why meet in different places? It's replicative of most real-life work environments – with different scenarios, people and situations coming their way on a regular basis. “It is amazing how the personality of a [candidate] can change when you move the interview setting from your office to a coffee shop across the street,” they write. They add candidates will be at their best in the first interview, with the veneer – if there is one – beginning to fade with subsequent interviews.
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