Time after time employers are baffled as to why they keep hiring employees who horribly fit the job positions. They have no idea where they went wrong. Perhaps they thought that hiring was easy, and all Human Resources professionals know that is not true. It can take a lot of time sifting through resumes that do not remotely describe experiences related to the job position. Human Resources specialists can also spend countless hours scheduling and conducting interviews. Although employers exhaust their precious time on hiring activities, they can still run the risk of letting incompetent people in the door. There are a couple of steps that employers can take to increase their chances of attracting the right talent to their organizations.
1. Focus on Your Company Values
Employers should reexamine their company’s mission statement and value proposition to ensure that they really understand them. The managers should draft job descriptions with those ideas in mind. The advertisement should not only communicate the requirements and qualifications of the position, but it must also describe some of the company’s most prized beliefs. This gives the job candidates an opportunity to determine if they share similar values.
Also, the Human Resources professionals should design recruiting strategies based on the company’s mission statement and value proposition. They should search for and hire candidates who show an interest or understanding of those ideas. The managers should hire people who they believe will follow and uphold the company’s principles.
2. Ask the Right Questions
Employers should only ask job related questions during interviews, and most of the time they do. However, employers are not making the right type of inquiries. Most managers request that candidates explain their past experiences and how they handled specific problems. Questions about work history are great, but they do not provide enough insight into the true character of the person. Managers should inquire into the ethics and ideas that the candidates possess. Those types of questions afford the manager an opportunity to assess whether the character of the person complements the values of the company.
Although attracting the right talent is challenging, employers can implement a few steps to help them. Hiring managers should focus on the company’s mission statement and value proposition when creating a job description, recruiting strategy, and developing interview questions.
