We are a strong believer that the best way to learn something is to observe someone who is really good at that thing do that thing. Here at MADHESS, we talk a lot about bringing your employer brand into your job descriptions.
They say don’t judge a book by its cover — but sometimes, first impressions reveal a lot.
Case in point: job descriptions. If you can’t even get excited about a job when you read a high-level summary of the position, how do you expect to maintain interest in the role several months out, let alone years?
Inject some life! Be funny. Be clever. Use your brand voice and company culture in these descriptions.
Talent acquisition is moving into more and more branding and content across their recruiting channels, but job descriptions seem to be the last touched.
Avoid internal language, jargon, and acronyms. Keep in mind that they don’t know you well enough to speak your language, to assume they can is off-putting and will lead them to abandon the process.
Make it easy to see that the candidate is in the right place for their skills right now. Tell them the impact they’ll make, share how your employees with similar skills and characteristics have made a difference and developed in the company.
Put the focus squarely on the candidate. Don’t open with all the things about you as a company, talk about them. Actually, use “you.” Instead of saying, “We need four years of inside sales experience,” say “You should have four years of sales experience.” It allows them to write themselves into your story, which is what will make them click.
The reason is we spend a pretty penny thus numerous calories driving our contender to a perfect employment, it's pivotal to paint a photo they can truly observe; one that gets them energized enough to refresh their resume and proceed through the whole application process. A human approach is significantly more inclined to pull in, well, a human.
As all businesses rapidly take in, there's a world of difference between a worker who's correctly matched to their job and their organization, and one who is not.
But the question is how do you find and match the right people with the right jobs?
Here is an answer, by including your comprehensive people strategy and a well-structured recruiting /selection program. The key to successfully developing such a program is to follow a proven recruiting process for the positions you need to fill.
Recruiting Process Should Be:
1. Develop an Accurate Job Description.
Your first step should be to make sure that you have an effective description of each Position in your company. Your job descriptions should reflect the thought as to the roles of individual will fill. The Set of Skill they will need and the personality attributes that are important to completing their tasks. as well as any relevant experience that would differentiate one applicant from another. This may sound fairly basic, but you'd be surprised at how many small companies fail to develop or maintain updated job descriptions.
2. Compile a "success profile."
In addition, when creating job descriptions, it's very important to develop a "success profile" of the employee for key positions in your company. Those are critical to the execution of your business plan.
3. Draft the ad
Make an ad that describes the position and the key qualifications required. Even though some applicants will overlook the described requirements and react regardless. By Adding this information will help you to restrict the number of unqualified applicants.
4. Post the ad
After that now Post the created ad in the mediums most likely to reach your potential job candidates. Obviously, the Internet has turned into the leading Place for posting the job openings but don't ignore targeted industry publications and local newspapers.
5. Develop a Series of Questions.
Make a list of suitable questions you can ask over the phone to help you quickly identify qualified candidates and eliminate everyone else.
6. Review the Resumes.
Once you post your ad, you'll start receiving resumes. Check the resumes which you have received and identify your best candidates. Sometimes many more than you anticipated. Knowing what you're looking for in terms of experience, education, and skills will help you weed through these resumes quickly and identify potential candidates.
7. Select Candidates For Assessment.
Based on the responses to your phone interviews, select the hopefuls you feel are best met all requirements for the following stage all the while.
Before you start the hiring process, determine out your strategy relative to how people fit into your organization. The profile you created for each position will help you to figure out which behavioral traits are important for that position. Let say for an example, you would anticipate that a successful sales representative to be extroverted. On the other hand, some individual filling an authoritative position might be more thoughtful.
In addition, decide whether you're going to conduct pre-employment testing. How much is it worth for you to know an individual's strengths and weaknesses, not just as a hire or don't hire test, but as a coaching tool to help you figure out their training needs and the best approach to maximize the person's productivity? Pre-employment testing is often overlooked when it could be a very valuable tool.
So, if you want your business to be attractive and retain good clients, your comprehensive people strategy must include the recruiting / selection strategy that attracts and holds quality employees.
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