Here at Greenhouse, we’re pretty passionate about recruiting. So much so, in fact, that we built an entire company dedicated to it! But not everyone geeks out about recruiting as much as we do, and that’s fine. No matter what products you’re creating or problems your company is solving, chances are you will need to make some new hires over the course of the year.
Recruiting in this market is tough. If you’re like most businesses today, sustained record-low unemployment has made it hard to find, hire, and keep good people on board. Even in this so-called “candidate’s market,” finding a job is no walk in the park either. There isn’t one place with all of the job listings, and every news site, blog, or distant relative has tips on how to get your resume noticed.
Whether you’re looking to hire the best people or trying to land that dream job, I’m going to leverage my three decades in the HR technology space to bust a few myths that are as vexing for employers as they are for candidates.
With today’s low unemployment rate and the emergence of employee ghosting, it’s never been harder to fill job openings quickly and efficiently. Communication, as always, remains the key to nudging candidates down the hiring funnel—but email and phone tag can make getting in contact a struggle.
Diversity and inclusion are a top HR priority right now, but what does that really mean? Without an actionable plan in place, it runs the risk of being just one more well-intentioned but poorly realized catch-all phrase, rather than integrated with the complete employee lifecycle.
When companies need to fill a position, the instinct is typically to start a job search. However, it can take time and resources to fill an open role, and oftentimes your current workforce is filled with a wealth of untapped potential.
Hiring? Here’s a tip: when it comes to recruiting, some questions are better left unanswered. The Civil Rights Act prohibits employers from discriminating against individuals for their race, color, religion, national origin, and sex. These protections don’t just apply to active employees, however. Job candidates are equally covered by the law.
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The global demand for employees is notoriously high. While some employers offer flashy employee perks and competitive salaries to attract and retain top talent, these efforts might not be as effective as perviously thought. One survey revealed 73 percent of employees said they would not leaving their current employer for a job that offers trendy perks. When employers want the best, they simply have to think of talent like a competition.
Despite the debate over the effectiveness of job interviews, it doesn’t seem that the traditional interview process is going away anytime soon. So how do you ask the right job interview questions that reveal a candidate’s true potential?
You have a mission-critical position to fill and a tight deadline to hire a qualified person for the job. After sharing the opening online, what comes next is a stack of resumes—sometimes more than usual, depending on the time of year. You want to select the right candidate, but how can you be sure you’ve found “the one?” Consider these tips when evaluating potential hires during and after the interview phase.
When it came to hiring, the employer used to have the upper hand. However, with unemployment at a record low, there are now more job openings than candidates to fill them. Employers feel pressure to offer the most enticing combination of compensation, benefits, and company culture to attract (and retain) top talent. As a result, the candidate experience is more important than ever.