When you think about your next key hire, is it overwhelming? Intimidating? Do you find yourself thinking that you don’t have time to hire? I have good news - there are four steps that will make it easier to make your next key hire.
If you are like me, you are always looking for tools or systems that provide leverage. Dictionary.com says that leverage means the mechanical advantage or power gained by using a lever. As it relates to hiring, I use Indeed as a tool that helps me use my time more efficiently. It gives me leverage and makes things easier and more efficient - and it’s free!
Prior to starting your search, you will want to make sure you have created an outcome-based job description and a talent profile. This ensures that you know what they need to do to be successful and what the person looks like that can do that specific job (the talent profile). I go over each of these in my blog - if you would like to review https://www.talentattractionexperts.com/blog/.
There are four steps to follow when using an automated system to help you hire great people. They are:
- Organize. Using an automated system like Indeed helps you organize your search. Part of organizing your search is taking the job description and entering it into the system. You want to add something about your company culture and what makes this job attractive. Remember, it is a tight job market right now so you want to entice those that meet your job requirements to apply for the job. Any benefits that are compelling should be included. The purpose is to make your ad attractive quickly so you get qualified candidates.
- Search|Find. Another important component of an automated system is the ability to search and find candidates. I recommend that you take a two-pronged approach to find candidates. One is to tap into your current network by using the “who do you know who” conversation (https://www.talentattractionexperts.com/blog/18812/who-do-you-know). Part of tapping into your network includes sending the job description and talent profile to anyone in your network that might know someone who is looking for work. I recommend using social media as well. Announce your opening on your FB and LinkedIn pages. The second prong is using Indeed to find candidates. Since you have organized your search by adding the job description, your ad will be available for candidates who are searching for jobs. They can then apply through Indeed which leads to the next step - manage.
- Manage. The greatest point of leverage with Indeed is the ability to manage candidates. You can schedule interviews and track each stage of the process. You can create templates to make it easy to interact with candidates. The system itself provides templates for you to use making it easy to decline any candidate that you don’t think is a fit. During the process, there are templates that you can use or customize so that you can interact with candidates to keep them up-to-date in the process. The ability to manage this part of the process ensures that you can interview candidates that fit your criteria and let all candidates know where they stand in the process. This makes your company look good versus trying to gather resumes via email and never being able to respond. If someone has taken the time to submit a resume and cover letter, the least we can do is respond to them.
- Assess. If you have been following my blog or looked at my hiring system then you know I recommend you use an experiential assignment during the interview process. This provides a space for you to see if a candidate can actually do part of the job. For example, having a graphic artist create a flyer from scratch. If you use Indeed, it has assessments built-in. For example, there is a bookkeeping test, operations|leadership test, etc. When I set up jobs, I always include an assessment. This helps weed out those that don’t qualify and helps match candidates against in each.
Once you have gone through the interview process and selected your top candidates, I recommend that you take them through a complete due diligence process. This means contacting first level references (those that are on the list they provide or those on their resume) and then asking the first level references for anyone else that might be able to tell you about the candidate. Using Indeed allows you to gather information on each candidate and create a full packet in order to make the best hiring decision.
Once you have completed your due diligence on each candidate then you will be able to see a clear picture of each person and their strengths and weaknesses. Warning, this is the most difficult part and the most important in the entire process. You will not want to do the amount of due diligence that helps you gather a complete profile on your top candidates. This is the best way to find out if someone is the best fit for you. I encourage you to view this as the key way to avoid a bad hire. While it might take time, the return on investment is enormous.
I highly recommend using an automated system to help leverage your interview process. If you would like to learn how to incorporate Indeed into your hiring practices, please schedule a free 30-minute session with me at https://calendly.com/talentattractionexperts.