Finding the right employee for a specific position can seem like finding a needle in a haystack. And that’s because, well, it is.
Hiring is an expensive and lengthy process if you are truly vetting your next hire, allowing lots of time for top candidates to lose interest.
Even after you have the right butt in the right seat on the job, the new employee still needs proper training to be effective. It’s no small task.
Colorado is home to a highly-skilled workforce, but Colorado’s growing economy means more competition for qualified candidates, and higher costs for those who you do hire. If you want to hire successfully, it’s important not to rush it. Here’s how to how to approach the hiring process.

Understand the cost/benefit of hiring

Finding and training a new employee can be expensive. It costs as much as $5,000 to hire in a professional or manufacturing industry, according to Recruiterbox. Before recruiting for an open position, consider the full cost of the process to your business. Consider whether a full-time employee is necessary for the position’s essential duties, or if filling the need with a freelancer or vendor is best. If a full-time employee is a better fit, recruit as strategically as possible, measuring the return on investment for each hire.

Reach your market with recruitment efforts

Job boards, career events, and social media outlets such as LinkedIn all cost money. Don’t attempt to look everywhere for your perfect candidate all at once—instead consider where your ideal candidates are and spend your money there.  Also, consider the use of mobile platforms for your hiring page, which can help to keep potential applicants interested.

Keep candidates engaged throughout the process

Finding the right candidate can take time and include multiple interviews, personality tests, and more. It’s important to keep in mind that there is a fine balance between thoroughly vetting candidates and not losing their interest. To keep the candidate engaged, be sure respond promptly to their inquiries and reach out with updates as possible.

Play to your company’s strengths

If you are a larger company, emphasize the opportunity for candidates to grow within the ranks of the company. Or, perhaps highlight the opportunity for candidates to focus their efforts in a specialized area (rather than wearing lots of hats at a smaller company). If you are a smaller company, highlight the potential for the candidate to have a direct impact in the company’s strategic direction and success. Talented candidates will be attracted by the opportunity the fulfill their respective personal goals.

Emphasize opportunities for growth

According to Glassdoor, 52% of respondents chose “Growth Opportunities” as the top incentive they were interested in as job seekers. Growth opportunities are also the key to retention. According to LinkedIn’s 2018 Workforce Learning Report, 93% of employees shared that they would stay with a company longer if it invested in their careers. When it comes to recruiting, begin with the end in mind—you want an engaged and effective employee. A candidate who craves professional growth is more likely to be just that.

Consider adding or highlighting atypical benefits

The competition for candidates has a more diverse playing field, with larger companies competing against smaller start-up organizations that often offer unique benefits (such as a flexible schedule, dog-friendly workplace, or volunteer opportunities). When you— even as the recruiter—ask yourself, why would I want to work here?, what is the answer? If your office has a great culture with regular happy hours, let your candidate know. Your company’s compensation package should speak to the full compensation package of your workplace, beyond just salary.
Recruiters and companies want the best possible new employee getting things done as soon as…tomorrow.
Job seekers similarly want to be up and running in the ideal new position as soon as possible. And let’s face it, most of us would like to be ten pounds thinner tomorrow. But, that’s not how it works. You can’t wish for the first candidate to be the best candidate just like you can’t wish yourself into a smaller pair of jeans.
Having the patience to look at the whole hiring picture and slow down the hiring process, while keeping candidates engaged, will lead to more successful hires.
This, in-turn, will lead to fewer wasted dollars and a better return of investment.