The Hiring Process
If hiring the best people possible in the shortest amount of time isn’t already a top priority for your company, it should be—especially in a market that’s changing as rapidly as renewable energy. Every day that a job that remains open costs you money. So, how do you hire the best candidates in the most efficient way? Below we provide you with everything you need to know in order to hire the best candidates.
Prioritizing candidates’ time throughout the hiring process
Companies often fail to realize that the way they conduct themselves during the hiring process is a direct reflection of how they operate overall. If your goal is to just fill a position, then feel free to move as slowly as you like—eventually someone will be willing to take the job.
If your goal is to hire the best people, it’s imperative that you move through a hiring process in a timely manner, clearly communicating any obstacles along the way. Otherwise, your process turns into a war of attrition to see who is left standing at the end—you won’t lose all of the talent by moving slowly, but you will lose the best.
Measuring and benchmarking your hiring efficiency
The time to fill metric represents the number of days between starting a new hiring initiative and the new hire’s first day of work. Companies with higher time to fill averages struggle to attract top talent and keep morale high—especially when their existing team must carry the burden of a larger workload for months on end because of their poor or mismanaged hiring process.
A low time to fill average, on the other hand, ensures that you waste less time searching and interviewing, relieve workload pressure from your existing team sooner, and get your new hires up to speed and producing faster.
In today’s competitive hiring landscape, companies need a cohesive and well-defined brand to help them stand out from other businesses that are also hoping to attract top talent. Many companies spend considerable resources developing their corporate website and social media presence to reflect their brand. However, what many organizations don’t realize is that a company’s employer brand—their reputation as an employer—can be observed as early as the interview process. If your interview process reflects and strengthens your company’s brand, instead of detracting from it, you can gain a competitive edge in recruitment.
How to create a winning employer brand:
- Identify leaders.
- Emphasize transparency during the interview.
- Understand the methods candidates use to evaluate your brand.
How to strengthen employer branding:
- Revamp your careers page.
- Use technology to make scheduling and follow-up easier.
- Ask more relevant interview questions.
- Create a positive interview environment.