The 10 Lessons I learned from evaluating, testing and selecting over 56,000 applicants in the last 10 years.
Through the evaluation and selection of almost 60,000 candidates in the last 10 years, we at Hirebox learned many hard lessons. These became practical tips that we would use on a daily basis to separate the real performers from the talkers, and the honest applicants from the liars, the pretenders, the unscrupulous and the criminals.
As a professional recruiter, I keep reminding myself that over 30% of all bankruptcies in America are due to employee dishonesty. Don't believe me, check the FBI statistics. It has always been for me a moral duty to ensure or at least to make everything possible so that my clients would avoid being part of that sad statistic.
Here you go!
- Hiring is Marketing
- PR deadly power of social media
- The biggest mistake in hiring
- The second biggest mistake in hiring
- Dealing with candidate ghosting
- Why business owners must be great head hunters
- Never trust what they tell you – and always verify
- Never offer the job before doing these 3 things
- 51% of hiring failures occur… AFTER the hire
- Hire for happiness: THE key to success.
1. HIRING IS MARKETING
Of all the mistakes I have observed over the many years, this is the one that small businesses continually make and as a consequence waste a lot of time, a lot of money, while missing great talent.
In the current 100% candidate-driven employment market, you need to apply the following rule blindly, faithfully and thoroughly: candidates are like potential customers. You probably do almost anything to earn new customers. Why don't you apply that same principle to bringing in great talent?
- Fact: Your first challenge is not to find good people; rather, it is to attract them. The best job will almost always remain empty if you cannot find the best ways to get tons of applicants to read your posting. So, you need to ask yourself the question:
How much do I need to spend to make a great client? And how much is that client worth over 10 years of relationship with my organization? Then, ask yourself that same question for attracting a great team member who will work hard to make your team happy and successful?
- Fact: Companies which invest more per hire obtain higher success rates. I'm talking about investing three to four or even five times more than your competitors, to make sure that the great talent you are looking for does not take the job with those competitors.
- Fact: You waste your energy if you put all your eggs (money) in the same basket. Rather than spending $1,500 or $3,000 on one job board, spend that money to promote your open position on 10 or even 20 job boards. Why, might you ask? It is a basic marketing principle: You must be visible first. Your visibility as an employer is multiplied by 200% to 500% when you spread your posting across multiple channels.
- Fact: Most small businesses use two or maybe three job boards to promote an open position. Successful employers use 5 to 12 times as many channels.
- Fact: Successful employers actively use employee referral programs and motivate their employees to spread the news about an open position on their personal channels. By the way, employee referrals constitute over 52% of successful hires. Looks old fashioned, right? It might be, but those 22% of employers who use employee referrals as a strategy to attract good people are twice as successful as their competitors.
- Fact: if you do not have a dedicated landing page on your website 4 candidates (it is usually called a career page), most candidates especially millennials will consider that you are old fashioned.
- Fact: if you don't understand why candidates are looking for a new job, you will not use the proper keywords to attract them. By the way, most job seekers are not currently looking for a job; they are looking for another job. From a marketing viewpoint, it is worth $1,000,000 to know why that is so. Because when you know, you can use those keywords in your posting and in any of your messages.
- Fact: Salary might be a dominant criterion of selection for good candidates. However, although you must be competitive on your offer, our experience as professional recruiters dictates that the majority of people who are looking for another job are actually looking for other, sometimes more important selection criteria. Some of those are:
- Work environment.
- Flexible schedule.
- Possibility of remote or hybrid position.
- Social life at work.
- Life/work balance.
- Career development opportunities.
- Having fun at work.
- Being recognized for one’s work.
- And more.
- Fact: 75% of people who quit their job actually do not quit their job, they quit the boss. From a marketing viewpoint, this represents a great opportunity for you to offer something that they complained not getting – great leadership.Remember this Golden rule: people work for people; they do not work for organizations. Your competitiveness in that regard can make the difference when you fight against bigger companies which might have a lost the human touch in their corporate-style management.
Talent acquisition must be addressed with a marketing strategy viewpoint. Your first challenge is to be visible enough on the employment market. Your second challenge is to attract them with the appropriate keywords - mostly related to the needs of the millennial market. Your next challenge is to offer what those applicants are looking for. Then, you can do your best in selecting those who fit with your culture, your values and your plans.
At Hirebox we constantly apply the marketing rules to talent acquisition. We create a very attractive posting with the appropriate keywords. We promote your job on over 40 different job boards. And we focus on preselecting those candidates who offer the right package of soft skills that are vital to success on a specific job. And we provide you with a placement three-month guarantee - call it an insurance policy you cannot get if you do the job yourself.
Do not hesitate to contact us if you want to discuss your talent acquisition challenges. Until next article,