Well, the jury’s in - remote working works. Hybrid and distributed teams are happier, more engaged, more loyal, more able to cope with sudden dramatic change, more attractive to top talent, and just as productive.
Even with so many people on the market right now, it's difficult to find the right person. Even moreso for highly specialized or cross-specialized individuals. Because of a gap in skills, 87% of employers are currently having difficulty filling positions. How can your company get the people you need and stay ahead of the competition?
Let's face it, the process of recruiting and hiring hasn't really changed since the end of World War II. Yes, the pandemic pushed *some* companies forwards towards digitalization of their processes, but even so, the process itself still hasn't changed much. How can you evolve your own internal processes to create a predictable, successful hiring process you can replicate between your different departments? Read on!
Last week, we discussed performing a hiring post mortem and following up with candidates and hiring managers here, so it was at this point that my friend looked at her watch and realized we had been talking for over two hours! "I wish there was a place where all of this information you've been telling me was collected," she said. I nodded. "That's not a bad idea, maybe I can do just that."
It seems a little counterintuitive that, even though unemployment levels in the US are still hovering over 5%, companies are still struggling to hire the right people. One thing is clear - the skills gap isn’t going anywhere. If anything, it’s getting worse, thanks to the radical shift to digital brought on by COVID-19.
Last week, we discussed how to know your offer to a candidate will be accepted here, so this week's part of the conversation was the final step. "So once we make the hire, how do we make sure we repeat this successfully?" She asked. "Then it's time for Hiring CSI," I said; with Who are you.. who who, who who? echoing in the background in my head. I mimed snapping latex gloves onto my hands. "It's time... for a post mortem."
Last week, we discussed knowing the best interview questions to ask here, so this week's part was the next logical step. "Ok, so now that we're asking the right questions, we tend to lose a lot of people after the offer. How can we fix that?" She asked.
Last week, we discussed how you have to ingrain branding into your entire hiring process to turn candidates who don't get the job into brand champions and referral sources here, so this week's part of the discussion turned inward. "Ok, let's say we've gotten to the point where our hiring partners are passing us qualified candidates. How do we know that our teams are asking the right questions?" She asked.
Last week, we discussed the specific lessons we learned with examples here, so this week my HR friend and I's discussion turned to looking at her entire hiring process holistically. "What does that even mean?" she asked. "Well, have you ever looked at the hiring process through the lens of someone applying for your jobs? Have YOU ever applied for one of your jobs?" The looks she gave me was a combination of daggers and flushed panic. "It's ok! You have a lot of people in the exact same boat. Here's what I learned about why company branding is so important in your hiring process."
Last week, we gave specific examples of screening questions and how using job profiling will help your jobs succeed here, so this week continuing on the thread of my discussion with my HR friend, it was at this point she turned to me and said "How do you know all this?"