Council Post: Tips For Today’s Shifting Landscape Of Successful Recruiting

Shannon is an Operations Strategist & Founder of Shannon Brooks ConsultingJob Postings , turning ideas into action.

As we settle into this time where many candidates across industries are adjusting their expectations, business leaders may need to rethink their approach to recruiting to successfully hire and retain top talent. Recruiting efforts that are multi-phased with several key inflection points can make a positive impact on the candidate experience and the ultimate outcome of a successful hire.

Interviews

The job posting sets the tone for the recruiting efforts to come. I’ve noticed that often by the time a company is ready to hire, the hiring manager is so desperate for support that they build a list of requirements and responsibilities that include everything but the kitchen sink. The list is long, and the reality of one person embodying absolutely everything in it is unlikely. This sets the tone for a frustrating search of many candidates who do not have the primary skills needed to successfully step into the role.

In the evaluation phase, post for the imperative skills needed to successfully accomplish the primary focus of the role. If that short list is unclear, work to clarify it before posting the job.

Expectations

Once the initial résumé reviews are complete and promising candidates have been identified, focus the interview on soft skills as much as, if not more than, the requisite skills of the job posting. In my experience, task mastery can be trained; natural tendencies like initiative and curiosity cannot. Make sure values align to ensure that the candidate and your team will both be set up for success if the candidate is hired.

At the same time, remember that the interview is an exchange. Be transparent with candidates about the good, the bad and the ugly of the position. Don’t try to hide the challenging parts of the role. Candidates will find out what the true landscape is quickly once hired. Let them know what they are signing up for, share the exciting aspects of the role and proactively volunteer possible challenges for the role. Transparency with your information sharing can go a long way in the recruiting process.

As recruiting progresses, one of the biggest differences I’ve noticed in today’s landscape is the need for business leaders to recognize that salary is not the only or primary driver that it once was for many potential hires. Don’t get me wrong; candidates still want to be compensated appropriately for their skills and experience. I recommend to proactively post the salary range for the position in the original job posting so expectations can be checked and aligned from the beginning. However, it’s also important to know that many candidates are putting much more emphasis on flexible schedules and remote working options. Solid health insurance has also risen in priority on the list of potential benefits for many candidates.

The other big difference in candidate expectations that I’ve seen is a desire to know how a position contributes to the company as a whole and, even better, to society at large. There is a hunger for success metrics that are clear and attainable. Obviously, there are some service and manufacturing industries where flexibility and remote options may not be possible, but sharing details around contribution and what success looks like could go a long way in offsetting the lack of flexibility. In general, potential employees want to be valued by the company, as shown by more than just salary, and feel trusted to get their work done. Being clear about success metrics and the value of each role can go a long way in creating this type of environment and ultimately attracting top talent.

Overall, the recruiting process is a journey that companies and candidates take together. Both parties should assess if the opportunity and skills are the right fit for the job, but there’s so much more than that. Making sure that candidates align with culture and values can allow for successful integration into teams. Beyond monetary compensation, a broader range of benefits can go a long way to attract top talent to the company and position, and the trust and transparency established in the interview process can create a foundation for long-term employee engagement. Recruiting is the first chance to make a lasting impression with a future employee who could add incredible value to your company.

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Originally published at https://www.forbes.com.

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