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Revamping Your Hiring Process

Rethink the hiring process to find the best candidates

It’s a job seeker’s market!

The number of job openings at the end of 2018 reached 7.3 million. This is the highest number of job openings on record since the Department of Labor started measuring them in 2000.

With the tight labor market we live in today, talent is critical.

It’s no big surprise that the best companies attract top talent, allowing them to deliver the best product and services. These companies view their employees as their greatest assets and try to ensure the right people want to work for them.

With unemployment at a historic low–an astounding 4% in January–losing qualified candidates to competitors can lead to significant setbacks. It’s important to set your company apart from competition and take a new, more dynamic approach during your hiring process.


“The candidate experience is absolutely vital for the company to get the best engagement with the top candidates,”


says Joanna Riley, the CEO of Censia, a talent acquisition firm that has worked with companies such as Carvana, Taylor Morrison, and the World Bank.

It’s your move! Leaders can do more than they think to ensure they retain the absolute best for their team.

Hiring the best: the art of a sales pitch

A job description is typically your first opportunity to capture the attention of an interested candidate. Riley states that, a way to increase interest in open positions is to write a job description that resembles a sales pitch. Put yourself in the new hire’s position and include factors like internal growth and emphasize the specific benefits. Stick to what truly matters and remove what isn’t pertinent to the job itself–the quality of candidates will rise dramatically.

Avoid simply stating bullet points from job descriptions you find on the web. Rather, add value to your description and show them from the start what makes your company unique and desirable. Make sure your posting reflects the specific type of candidate who will thrive in that role.

Culture is another big topic for many candidates. Don’t forget to outline the company’s culture and policy in your description. This is a great way to engage new hires and draw their attention.

Ask not what the candidate can do for you; ask what you can do for the candidate

To take your job post to the next level, you’ll need more than a basic job description. Adjust your job description to not focus so much on your list of needs and desires. Think about what your potential candidate wants and how you can provide it to them. Do you offer flexible work schedules, career development opportunities, more autonomy? How can you help them do well in their role?

Researchers from the University of Vermont’s School of Business Administration, the University of Saskatchewan and the University of Calgary rewrote 56 job advertisements using two different approaches: one emphasizing what a company can do for the job seeker and one emphasizing what the company wants from the candidate. Candidates who responded to the first type of ad were rated more highly than those who applied to the second.

In the job seeker’s market, employers cannot afford simply sticking to the same hiring process as the past. Candidates are juggling multiple offers and opportunities available to them and it is most important to set yourself apart not only for the candidate’s benefit but for the success of your company and team. Switch things up and stand out among your competition, hiring the best employees who will help your business grow.

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