Get access to the exclusive HR Resources you need to succeed in 2018!
SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Companies that can move quickly and tailor their interview process to accommodate this changing dynamic yet still perform proper due diligence to make sound hiring decisions can put themselves in a strong position to succeed.Gain Talent Attraction AdvantageCompanies can gain an advantage in attracting top talent in a number of ways:
Know what you want. Don’t jump into the hiring process. Have a plan. Talk to managers and staff to determine what the organization needs and what roles really need to be filled to address those needs. Once key positions have been determined, get specific. Identify the skills and experience the people who fill those roles should possess. What flexibility is available in the job description, and what skills are non-negotiable? The more that is known about the type of job candidates being sought, the easier it will be to find the right person.
Create a timeline. It is helpful to make the hiring process task-oriented and develop a timeline similar to the following with milestones to keep everyone on track:
Knowing the milestones upfront can keep you in the running to hire top talent, especially if you need to move quickly.
Review Recruiting, Hiring Processes
Companies should review their recruiting and hiring processes regularly for ways to streamline procedures. A rigorous or time-intensive process might mean missing out on a great employee.
That doesn’t mean rush. The hiring process should be deliberate and thorough, as the costs of hiring the wrong person are great. But there might be ways to combine or eliminate certain steps.
For example, replace in-person meetings with a phone interview if appropriate, or schedule multiple face-to-face meetings for the same afternoon. Is the company open to meeting employed candidates before or after normal business hours if necessary?
Emphasize Communication, Flexibility
If your team is truly interested in a candidate, don’t play hard-to-get. Replace “We’ll let you know” with details as to where the candidate stands. If the process gets delayed because of illness, vacations, business trips or busy schedules, let the candidate know the reasons. When delays occur, a call from the hiring manager to explain the situation and reinforce the organization’s interest can go a long way.
Joe Kotlinski is a partner, information technology, and John VanderSande is principal consultant, software engineering, for Waltham, Mass.-headquartered staffing firmWinter, Wyman.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies