As we begin our journey into 2019, it is important to remember that with a new year comes new challenges. In the world of hiring, staying on top of these new hiring trends is imperative for your organization to remain competitive in your industry. Regardless of trade, businesses will always need new people. You, of course, want to attract and hire the most talented and best-fitting employees. However, how do we gain an edge in such a candidate-driven job market?
As mentioned above, the job market capped off a strong run in 2018 by adding 312,000 jobs in December, with wages posting its highest annual gain since 2008. With so many opportunities available, both active and passive candidates have a wealth of options when looking to switch careers. Tools like LinkedIn make these options much more visible and allows for quick and easy connections between you and prospective employees.
In order to gain an edge and stand out from competitors, you must act quick! Speeding up your hiring process allows you to stand out if the candidate is receiving multiple job offers. Review the current hiring process in place and remove any unnecessary steps that could lengthen the process.
One Size Does Not Fit All
Branching off of our last point, the purpose of the hiring process (resumes, interviews, etc.) is to find and place the best candidate available. Many organizations use the same process when hiring a position, regardless of what the job entails. While structure and consistency is a fundamental value of almost any business, it doesn’t always provide the most beneficial means of getting to know a candidate. The key skills demanded of a graphic designer and an HR manager have night and day differences.
While these differences may be reflected in the job description, the interviews themselves should stress the specific traits the position requires. “What is your biggest failure?” and “Where do you see yourself in ten years?” are decent ways to gauge a candidate’s competence. However, you need those nitty-gritty details that will determine if a candidate is a right (and a smart) hire. For this example, it would be more efficient to ask a design candidate a question like, “How do you get out of a creative rut?” When reviewing potential HR managers, questions about creativity may provide some insight into their problem-solving ability. However, in reality, it would be more beneficial to present them with a more general problem-solving test.
Work with a Professional
Sometimes, your best option is asking for someone’s help. Third-party recruiting firms, like Johnson Service Group, take the leg-work out of the hiring process. If some of the suggestions listed above sound too time-consuming, don’t get overwhelmed. Partner with a staffing firm to ensure your company will be interviewing qualified; vetted candidates that want to work for you!