Outdated Hiring Practices
Though today’s job market is extremely dynamic and full of driven, tech-savvy candidates, many Filipino companies still use the same hiring practices they used decades ago. Even with new media at their disposal, these companies’ methods never go beyond the same old listings, resume collection routines, and interviewing processes. But for the company that truly wants to attract top talent to its ranks, outdated hiring strategies are no longer enough. To find viable candidates who have the best chance of making a positive impact through their work, companies need to improve their hiring strategies.
If you’re on the lookout for new blood, here’s some advice: use the Internet to your advantage and try to get to know your candidates. Be smart about advertising your available openings for jobs in Manila or other Philippine localities, and avoid these five outdated hiring practices.
Not Using a Hiring Timeline
One of the biggest mistakes your company could be making is hiring-as-you-go without a proper hiring timeline. You may not immediately see the need for a timetable and specific hiring goals, like onboarding X number of staff by the first quarter. But without a timetable, you could be missing lucrative opportunities for profit because you didn’t hire enough staff to help you achieve them.
Leave the hire-as-you-go approach in the past and make a timeline for you and your existing human resources staff to follow. You’ll be surprised how much more money your company will earn by actively seeking to hire the right people at the right time.
Advertising Job Openings on a Single Platform
Before the age of the Internet, job listings were posted on bulletin boards or advertised through newspapers. But now, it’s so much easier for companies to target a wide pool of applicants, all thanks to job listing sites and social media.
It would therefore be a waste for your company to limit itself to just one platform or one medium to post job openings. Great candidates can be found on listing sites, on social media trade groups, and on other channels. All you need to do is broaden your reach so that they can come to you.
Posting Generic Job Listing Descriptions
When employers post job listings, they tend to follow a formula. Few go beyond listing the vacant job title, the minimum requirements, and contact info for where to send a resume. If you do this, you’ll probably receive a large number of applications from candidates who fit the description. But few of them may actually be a good fit for the job itself, or for your company’s culture.
To cut your screening time and to attract candidates of great quality, consider rewriting your job listing descriptions to be less generic and more substantial. Along with the minimum requirements, detail some of the actual tasks that the applicant will be expected to do if they secure the job. Also take the opportunity to write a little about your company’s values and work culture, and what the management looks for in their ideal candidate. Applicants whose vision aligns with yours will be motivated to apply, and you’ll end up with a richer talent pool to choose candidates from.
Delivering One-Size-Fits-All Job Interviews
Another pain point in your hiring process may be the applicant interview. Too many managers and HR staff conduct an interview with applicants as if they’re reading from a script. But an interview process that relies on all the same questions and all the same answer types is draining and unproductive. Plus, you could potentially squander your chance to get to know compelling candidates and see what makes them tick.
Your hiring strategy may change for the better if you tweak your interview process to be a little more interesting. Along with the basic questions, you can also ask specific task-related questions for certain positions. For example, if you’re interviewing someone for the position of appointment setter, you can ask what they’d do if they encountered a problem with a client’s schedule. For someone applying to be a virtual assistant to a company executive, ask how they see themselves improving the executive’s productivity, plans, or reputation management. You can also take some extra time to conduct interview training for HR staff and managers so that they know what makes a great applicant interview.
Being Passive About Excellent Job Candidates
The last outdated hiring practice pertains to following up extremely promising candidates. The traditional approach is to be passive from when the application process starts to when someone accepts the job. But what if you see a spark in a particular candidate and think that their experience in particular would be great for your company?
If you can help it, don’t wait too long until they become interested in another job. Reach out to them and tell them you had a good feeling about their application. This may also be your chance to verify for yourself if they’re the right fit. You can decide when and how often it’s appropriate to follow up, and you don’t need to hard-sell your job opening. But if you can fill the vacancy soon and see your company’s performance improve quickly because of it, don’t sleep on the opportunity.
Final Words: Hiring the Right People with the Right Recruitment Process
It’s a truly wonderful experience when the right people arrive at your door and help you realize your company’s goals one by one. But finding them is not a matter of chance. You have to be deliberate in your methods to find highly qualified candidates to add to your team.
All of that begins with your recruitment process, and tweaks to simple elements of them—like listings and interviews—will make a difference. May your hiring strategies help you find talented, passionate, and teamwork-oriented recruits who will take your company’s performance to the next level!