How To Hire In 2018 – Your New Year Guide

hiring in 2018

With a new year come new and unexpected hiring trends. The tactics that worked last year may not serve your recruiting team as well in 2018. With the lowest unemployment rate we’ve seen in years, candidate’s have more and more options and their strategies for finding new positions are evolving. This year, change your hiring game plan by implementing these five actions to hire the people your organization needs to grow.

Speed up your process

Competition for hiring in this candidate-driven market is getting tighter every single day. 92% of employers expect to see an increase in competition for talent this year. Active and passive candidates alike are entertaining several interviews and receiving multiple offers in an extremely short amount of time (we’re talking days!). In order to compete for the best candidates on the market, you need to speed up your hiring process. Interviews especially should happen in a matter of days from receiving a resume and you should eliminate any unnecessary steps.

Look at different hiring options

You’ve probably heard that we are in a “gig economy.” Contract and temporary positions are on the rise as companies attempt to fill gaps created by our candidate-driven market. Technological advancements also foster a gig economy as work becomes increasingly mobile and people are able to work for organizations around the world. A study by Intuit predicted that by 2020, 40% of American workers would be independent contractors. If you don’t start hiring contract now, you will be behind the curve. It also gives you the ability to “try before you buy.” This ensures that a candidate’s skills and personality will be a great fit for your company.

Write better job descriptions

Oftentimes, your job description is a candidate’s first impression of your company. If that perspective made you say “yikes,” you’re not alone! Since the beginning of time, job descriptions have been a boring laundry list of skills and experiences necessary to complete a job. That’s not enough anymore. Think of your job description as an opportunity to sell your company and team to a candidate. Give a sneak peak of your culture, explain the best and worst parts of this job. Allow a candidate to picture themselves working at your company before they even apply!

Ask better interview questions

Gone are the days of “if you could be any animal, what would it be?” Candidates are looking for real, interactive conversations during interviews. Ask questions that allow them to share stories that demonstrate their experience and personality. On the flipside, be prepared to answer the candidate’s tough questions as well. You may be asked to expand upon your company culture, mission, and vision, as candidates are placing more and more importance on these during their searches.

Partner with a third-party recruiting firm

No hiring strategy can give you a leg up like a third-party recruiting firm. When you partner with a company like JSG, we present you with qualified, vetted candidates that are exclusive to our network. These people are ready to become your employees – today. They’re sold on money, availability, and location and we’ve pre-screened them to ensure they’ll be a great fit, culturally and skills-wise.