Hiring Is A Challenge

We’re all reading about it and so many people I know, including some of my clients, are facing the challenge of finding people to work for them.

While there is a tendency to want to just hire any “warm body,” please resist and think more strategically. Modify, but don’t totally ignore the basics of smart hiring.

As EMyth rightfully preaches, finding the right people for your business takes a thoughtful (and flexible) process. Before you even sit down to interview your first candidate, you need to figure out the specifics of the role you’re hiring for, who will fit that role, and how to find them. This is the “marketing” phase of your hiring process, and it’s critical to getting quality applicants in the door.

Remember the basics:

• Have a Position Agreement that describes the role, including its responsibilities and expected results. 
• Create a clear and magnetic job post. 
• Use an HR recruitment platform that suits your business. (EMyth uses JazzHR.)
• Have a template that identifies every step of your hiring process. This could be in a file document or something more comprehensive, like an Asana project. 

Test! Words matter. Sometimes, it can be a simple tweak, like a term in the title. For example, if you’re using the term “associate” in the title and not getting the right responses, try replacing it with the term “specialist.” Titles are psychological, and you need to title the role appropriately to reach the caliber of people who might possibly think an associate position is a downward move. But such a change may come with a salary increase. Before you make a similar move, ask yourself: Does this title change still align with the job role and what you’re able to pay?

The format matters!People tend to skim and, honestly, most aren’t paying the kind of attention you’d like. Don’t fight against that truth by creating huge blocks of text and expect people to read them. Instead, make your sections concise and bite sized. Use lots of bullets. Readability is key. And remember, the most important requirements should be at the top of your list.

I’ll expand on all of this in my next entry. In the meantime, if you want to brainstorm your unique recruitment issues, please reach out, without cost or obligation.

Stephen