Whether you're hiring for your first role, or you are a seasoned hiring manager, an unsuccessful recruitment search can be daunting and expensive. There's a lot at stake in finding the right candidates and the best person for the job. Building out a strong candidate pool can be the hardest part of the process. But what happens when you've found a strong candidate pool, yet no one seems to be progressing through the interview process?
According to the US Bureau of Labor and Statistics, there are more open jobs than there are unemployed people and 61% of US business leaders say it’s challenging to attract top talent. Hiring managers can unknowingly make mistakes when interviewing candidates. Let’s examine some common mistakes hiring managers make when interviewing candidates. Avoiding these mistakes will set your organization up for a successful search. 1. Lack of (or Unclear) Job Descriptions
A job description is a critical part of the hiring process. It is the communication between the organization, the recruiting team, and the candidate. The success of the recruiting process is highly dependent upon the job description. It is also the main marketing tool you will use in the hiring process. Creating a job description that is both enticing and informative helps to garner top quality candidates. Learn more about writing a job description here. 2. Not Understanding the Critical Skillsets Required
An in-depth understanding of critical skills is also important. Critical skills are part of the job description and the evaluation process of the candidate pool. Identifying the most important skills and separating them from the “nice to haves” for the position is key. Do you need someone already skilled in a certain software, industry, or tool? Or can you train for that skill? This can vary depending on the position, especially for tech positions. Also, understand some skillsets command higher salaries so you will need to be aware of the salary data for your location and industry. 3. Not Understanding Your Candidate Pool
This is also essential to the success of your hiring process. A good example is how organizations are migrating through the remote/hybrid option. If you are unaware of how this affects your organization, you may not understand why your applicant pool is diminished or why onsite workers come at a premium. As we said earlier, if a skillset is “hot” in the marketplace you may have to consider a higher salary or sign on bonus to cover all avenues in attracting top talent. 4. Not Having Competitive Salaries
Salary is a big one. We’ve mentioned it several times as it relates to skills and work environments. Another consideration for salaries is inflation. Candidates are asking for higher salaries to help them with the increase in the cost of living. Attracting top talent today starts with reviewing what the current market is requiring. By staying informed about salary trends, supply and demand dynamics, and premiums for in demand skills, organizations can more effectively source, assess, and match candidates to their open positions. 5. Not Having a Recruiting Partner
In today's recruiting world, there are several avenues to tap while looking for a good candidate. This is more than posting an ad online. The labor market is tight and passive candidates (those candidates who are not actively looking but are open to discussing interesting opportunities) will not be in that pool. A recruiting partner can target passive candidates from their large network of candidates who specialize in your industry. In an increasingly competitive job market, hiring managers must be well-versed in the labor market's intricacies as well as what top candidates are seeking. This ensures they are better equipped to identify the right candidate for their positions. Not enough time in your day to focus on all the details? Contact us today at info@talentremedy.com or 703-362-0175 and let's work together to ensure your hiring managers get their open roles filled.