In this economy it’s easy to assume that all applicants are lucky to get interviewed, but when you carry that attitude into the hiring process it becomes a lightning rod for the talent you are trying to attract. There are certain fields where this is an exception, I can think of technical fields and the medical field where personality isn’t the most attractive trait, but for the rest of business there is something to be said for soft skills on the hiring end. Talented employees are generally looking for a company that mirrors their beliefs and values and treating them like they should be grateful they have the opportunity to work can send them right out the door. If you recruitment division is breaking any of these rules, maybe it’s time to decide what type of talent you are looking for.
You are not the best thing that has ever happened to them.
I know it’s a rough economy and people are lucky to have jobs, but by that same token you are lucky to have employees. The fact that you are looking to hire someone for a position says that you need something too. Instead of treating potential applicants like they should be thanking you for the chance, try to focus on why they appeal to you. An employment relationship should be beneficial to both parties.
If you want skills, you should pay for them.
I understand the allure of cheap labor, put I am a firm believer that in business you get what you pay for. If you want an employee that is engaged and doesn’t just do the bare minimum, consider you incentive package. Money doesn’t motivate all employees, but there should be some type of compensation especially for highly technical or specialized positions. Think flex time, four day work weeks, or telework if you are able too. Value your employees and they will value you.
Allow for mistakes in the interview process.
We all know hiring the wrong employee is expensive, so why be so dismissive in the beginning? We have all been fooled by the applicant who interviewed brilliantly but turned out to be a terrible employee. When a prospective employee gives the wrong answer, try to figure out where they’re coming from or why the answer would make sense to them. And if you are looking for a specific answer, let them know that up front. There is a specific answer to this question, don’t waste their time or yours.
Perfection is for fools
I know as an operational consultant, I probably shouldn’t be saying this but it is true. Perfection is elusive. There is always this ideal state that we hope to attain, but it usually isn’t grounded in reality. So when you are interviewing candidates, ask yourself what will checking the boxes get you? Will it bring innovation to your company? Will it point you to the self-starters? Will it save you from the bad seeds?
It’s imperative for companies to hire smartly and effectively. There is nothing wrong with seeing just one more candidate, because what if that candidate that spilled coffee or misspelled a random word will treat your company like it’s theirs? Checking boxes won’t gauge passion and for the candidates that freeze during interviews it doesn’t show ability. Take a chance, you may find your superstar in the no stack.