Overcoming the Challenge of Finding Good Employees

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Overcoming the Challenge of Finding Good Employees

If recruiting high quality candidates to fill your job openings is becoming a bigger challenge in today’s employment market, you are not alone. More and more employers are finding it difficult not only to attract qualified applicants, but also to keep them engaged throughout the hiring process and ultimately bring the best candidates onboard.

In the current digital world of employment, there is a rapidly emerging phenomenon called “ghosting.” Primarily associated with dating culture, ghosting refers to the practice of ending a relationship by suddenly and without explanation withdrawing from all communication. However, according to job search specialist Zach Seybert (Are You Getting Ghosted In The Hiring Process?), ghosting is becoming more and more common in the job search as well.

Job seekers have grown accustomed to being ghosted by employers – often not receiving any communication after applying and even interviewing for jobs. In the current environment of low unemployment and high rates of open positions, job seekers are turning the tables on employers and suddenly, and without explanation, withdrawing from the hiring process. USA Today reports that companies across the US are experiencing an uptick in job candidates ghosting interviews and even first days at work.

How can you overcome the challenge of finding good employees in the current environment? Entrepreneur Mike Kappel (Is It Really That Hard to Find Good Employees?) says that the first step is to recognize that there can be breakdowns at any stage of the hiring process. Kappel identifies four stages of the process, including:

  1. Attracting the right candidates for your open position (i.e., qualifiedcandidates)
  2. Keeping those candidates engaged throughout the process
  3. Assessing and selecting the appropriate candidates
  4. Sealing the deal with your top choice

Kappel offers several tips to help attract more qualified candidates and avoid losing your favorites:

Write clear job postings

Spell out the job requirements and be specific. Will the employee need to communicate and get feedback from clients regularly? Will the employee need to complete projects with a larger team at your company? Don’t leave your requirements and expectations up to interpretation. Unclear job requirements can lead to unqualified candidates — or at the very least, not enough qualified ones.

Be decisive
It’s important to act quickly throughout the hiring process because high-quality candidates are in demand. In a survey of 5000 recruiters, almost a quarter of candidates who rejected a job offer did so because the employer took too long. Try to streamline your hiring process. And most importantly, communicate with candidates regularly, especially those you are most interested in pursuing.

Have reasonable expectations
You might be overlooking great candidates because you keep thinking that the “perfect candidate” is out there. If you are not finding your top choice, look for good candidates who have the potential to grow into the position and become great employees. Break your expectations down into “must-haves” and “like-to-haves.” Once you decide where you’re willing to be flexible, your candidate-sourcing strategies will deliver more qualified candidates.

Offer solid pay
We are currently in a candidates’ market. To get the most qualified candidates, you must offer a competitive salary and compensation package. If you can’t offer candidates exactly what they want, at least attempt to meet them in the middle. That may help you seal the deal. If you don’t, you might lose a good candidate to a higher-paying competitor.

There are plenty of challenges and obstacles when it comes to hiring in today’s competitive marketplace. Hiring great employees requires clarity, focus, realistic expectations, good communication open and awareness that candidates have more options today than they did a few years ago.

2018-11-15T17:56:13+00:00November 15, 2018|Employers, Hiring|0 Comments

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