The Science of Recruiting: How to Attract and Delight Your Next Hires
The hiring process brings up mixed feelings: you get excited to welcome new faces through the company door, but you know that it could take time and patience to find the right candidates. It makes you wonder, is recruiting an art or a science? Well, it’s a bit of both: you need to get the science of recruiting down to a tee to stop new hires moving on just weeks after being offered the role.
It’s bleak to know that 10-25% of new hires leave within the first six months, but this stat is easily understandable when you consider how some companies handle recruitment. Some are so busy that they forget that changing jobs is usually an emotional experience for their new recruits.
So whether you’re a skeleton team or a global organisation, here are some simple tips to attract and onboard your staff in a slick, welcoming fashion.
The science of recruiting
1. Attracting quality candidates
Write a strong advert for your vacancy
If someone was to search for ‘office manager jobs in Brixton’ and 20 job vacancies pop up, why should they apply to your advert? It’s vital to take the time you need to write an inspiring vacancy that sells your company as a great place to work. Get some tips on how to write a great job advert here. After all, to nail the science of recruiting, you’re going to need quality candidates.
Update your website and social media channels
Candidates will want to learn about your company before applying. Your website will be the first thing they check, followed by your social media channels (if you have them). Candidates want to get a feel for your company culture. Old company news posts don’t do much to sell your company; taking blogging and social media seriously will strengthen your first impression.
2. How to conduct a job interview
Prepare your questions
It sounds like obvious advice but it’s easy to go through an interview yet somehow let a few essential questions slip by – which can be hugely embarrassing when your colleagues ask you questions about the interview afterwards!
Meet in a comfortable setting
Interviewing in a busy office tends to lead to a rushed interview. It’s common to meet in a nearby cafe for a job interview these days. This makes it more relaxing for the candidate, and this is what you want; you’ll get a better sense of who they are and whether they are going to fit your company. If you have two interviews in your hiring process, the second one is usually held on-site.
3. Making the decision
Involve as few people as possible
Too many people involved in the decision-making process can complicate matters, causing delays. Time is important as some applicants might accept a position elsewhere should you keep them on ice too long, so only involve those who are necessary for making the decision.
Look beyond skill sets
You should have already decided what your essential ‘must haves’ and ‘nice to have’ skills are. Of course, skills are important but if you’re torn between two candidates, there’s more to consider than just their current ability. It’s so easy to offer the most experienced candidate the role, but the science of recruiting a successful candidate isn’t as simple as that.
Skills can be taught. Choose the candidate that shows the most promise, the candidate that you see staying at your company for a long time. It’s proven that people learn faster when they’re happy, so taking the slightly-less skilled candidate is likely to pay off if you can see their personality seems better suited to your company.
Make your offer and congratulate them
Give the successful candidate a phone call, make your offer, and congratulate them should they accept it. Follow up the phone call with a ‘welcome email’ which features a contact email address and phone number for them to ask any questions leading up to their first day.
If any of these steps are missed, it makes an awful first impression. Your new hire might have been wanting this job for years, so welcome them the right way. Not only is this the professional and polite thing to do, a strong welcome will help them settle in faster.
4. Cover yourself and the company
Run a background check
This is a common reason for companies’ recruitment process to break down. It’s a demoralising experience to ‘hire and fire’ someone after learning that they’ve been dishonest about their experience or personal information.
Background checks are avoided by companies looking to ‘save time and money’, but these are exactly what you lose if your new hire has been dishonest! We’ve simplified background checks for companies of all sizes. So talk to us today to see how you can onboard new staff quickly with a streamlined background check.
Make their first day memorable
Small gestures go a long way with new hires. Something as simple as going out for a team lunch or giving them a welcome card with a gift voucher to buy themselves lunch are both great ways to make them feel welcome. Get someone to walk them around the office to introduce them to everyone, too. It’s best to do this either just before or after lunch to give them a little time to find their feet.
Catch up with them after one week
Don’t expect wonders from your new hire during their first week. Everyone needs some time to settle in. A quick catch up with your new hire a week into the role clears up any issues/frustrations. They might feel like they’ve been thrown in the deep end, or frustrated by how easy their work has been so far. Some new staff might tell you this right away, but not all of them will so a one-week catchup is a smart move.
Invite them to join company activities
Having a full-time job usually means you’re going to spend more time with your colleagues than you do with your own friends and family. Company activities make a company’s team ethic stronger. Invite new hires to join any events that are going on in the company as few things help people settle in quicker than making new friends within the company.
What does the science of recruiting look like to you – what are some of your top tips? Let us know in the contact form below.