THRIVE's Recruiting & Hiring Blog

What makes your organization stand out to a job candidate?

Stand OutTimes have changed - recruiting and hiring is now a two-way street. Organizations are looking for engaged team members, and people are looking for engaging cultures. Because candidates have options, employers must stand out. They must treat candidates like customers and determine what will provide a positive experience.

The best way for you to stand out: YOUR CULTURE!

Job postings should offer a look at your culture and what it would be like to work for your organization. Display your mission, vision, purpose and values. Provide team member testimonials.

Give candidates a tour and introduce them to some of the team members they would be working with. Let them talk and ask those team members questions.

Building trust with candidates promotes positive emotions. Inspiring positive emotions during the hiring process broadens the mind and makes people more open to possibilities. When people are weighing different options, they are using logic and emotions. Building trust helps you appeal to both. If people don't feel trust as a job candidate, they know that probably won't change after being hired.

Be prepared to answer questions about your culture and highlight your cultural strengths. For example, show them how team members are encouraged to offer ideas for improvements and how some of those ideas have been implemented. Candidates will be comparing you to other employers - your culture is what will make you stand out from the rest.

 

 

Are you pro-active or reactive in your pursuit for talent?

Guest Contributor: Jana Stadtmueller, Human Resources Professional

The new hires brought into your organization are going to influence the daily work life of your team, make an impact on your customers, and may affect your company's reputation. Are you waiting until there is an urgent hiring need and desperately seeking people who are competent? Or, are you continually pursuing great talent that will enrich your team? And, are you continually re-recruiting your current team members to promote engagement and retention?
Recalibrate

Are leaders and H.R. working together as a team in the recruiting process?
From time to time, recalibrate - align goals, values and processes as they relate to recruitment and retention. Verify that the right people will be involved in evaluating/interviewing candidates. Ensure that communication channels are open, everyone involved understands exactly what is required for open positions, and job descriptions accurately convey details about those positions.

How are potential candidates treated?
The recruiting process is about more than finding great people. It is an opportunity to position your organization as a top employer. If people aren't treated with courtesy and respect during recruiting and hiring, they will see that as a sign of how they will be treated as a team member. Many people applying for jobs never even receive a confirmation that their application/resume has been received. Consistent communication and feedback is crucial. Those extra few days that it took for you to get back to that great candidate will often mean losing them to another company.

Why do some new hires leave?
Check in with new hires regularly to get feedback. Make sure there is no misalignment with job expectations and the reality of the job. Know your new hires motivations, their aspirations, and whether they feel that they are fully able to utilize their skills and abilities.

Don't be complacent about your recruiting and hiring processes. Be pro-active and change what needs to be changed, rather than reacting to circumstances.

 

 

Gain Access to the Best Candidates

Sailing Ship 2
In 1907 Ernest Shackleton was trying to raise a crew to sail with him on his exploration of the South Pole. He took out an ad in the London Times that read: "Wanted, men for hazardous journey. Low wages, bitter cold, long hours of complete darkness, safe return doubtful. Honor and recognition in the event of success." The next morning, so the story goes, more than 5,000 men lined up outside the newspaper's office hoping to be one of the few selected for the trip.


While that advertisement truthfully laid out the negatives, it also pinpointed what would be of value to those who were hired. Those men hoping to be selected were focused on the challenge and the potential for success. Most people have the desire to achieve something worthwhile, even when the odds are against them.

If a worthwhile opportunity is offered and presented with enthusiasm, and if people are shown how their dedication and hard work will directly impact success, it will spark engagement. For most people, there is no greater motivation than a challenge that demands a deep involvement and requires their best efforts.

Organizations that are hiring must engage candidates and convey to those candidates what value will be received by them in exchange for the knowledge, experience, skills, capabilities, time and energy they will bring to the organization.

Are your recruiting and hiring processes accurately reflecting your culture? Are they sparking engagement and giving you access to the best candidates?

 

 

Utilize "Culture Fit" for more effective Hiring & Onboarding

Culture fit is about what a person brings to a team beyond knowledge, skills and experience.
It is about what makes a person feel connected and engaged.
It is about what provides a mutually beneficial work experience.

Hiring the right culture fit is essential for an organization's success. Employees who feel connected and engaged have greater job satisfaction, which means higher levels of performance and retention. In addition, these engaged employees are ambassadors for your organization who will attract other high performers.

OBJECTIVES

  • Assess cultural fit during the hiring process to determine what engages a candidate.
  • Establish a cultural connection with top recruits to help seal the deal.
  • Provide cultural reinforcement to onboard and increase retention of new hires.
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