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    5 Ways to Improve Your Hiring and Onboarding Process

    Do you find it difficult to find the right candidates for your company's open positions? Well, you're not alone. Finding the right talent can seem like you're on the losing end of a never-ending battle because you're competing against comparable businesses looking for the best talent and other larger corporations that have more resources to utilize in the quest to find the perfect employee. But, by evaluating a few hiring tactics within your business, you can increase your chances of finding top-notch job candidates.

    Here are five things you can do to make it easier to find your next employee:

    1. Revisit your application process

    When was the last time you reviewed your job application internally or asked a recent new hire their experience filling it out? This may be your first order of business to help you determine whether your job application could be hindering your search for the perfect candidate. The last thing you’d want to do is cause a roadblock for your future employee at the very point they visit your website to fill out your job application.

    Next, no one likes a lengthy job application. As you revisit your job application and consider making changes to it, keep it short, sweet, and to the point. Consider limiting the number of questions and make it no longer than 10 minutes.

    Finally, check whether your job application is mobile-friendly. There are many job seekers surfing the web for a job on their mobile devices or tablets and ensuring your job application is mobile-friendly is key. Ask your Information Technology staff to check your existing job application to ensure it supports mobile and tablet platforms.

    2. Revisit your job descriptions

    As you put together your job descriptions, picture the type of employee you'd want working for you. A good practice can be to include certain key characteristics of a great candidate you desire and include these key words in your job description. Next, stand out from other similar job descriptions and avoid using the same keywords or phrases. Use your own words to talk about the job versus using the same old phrases you see time and time again. Take some time and think about your company culture and how you can incorporate it into your job posting so applicants can visualize a clear picture of your company culture and you'll attract the right candidates.

    3. Ask Yourself: Is my job posted on the most appropriate job sites?

    The idea of attracting the right candidates will only work if they can find your job posting. First, check to see where other similar companies like yours are posting job openings online so you can stay current and up front. Next, take a look at the last time you posted a job to see if those past sites worked or didn't. Did you reach qualified candidates? You may want to reconsider if the previous websites did not pull in the kind of talent you were seeking. Another option you may want to consider is developing a budget to recruit on premium job posting sites. There are many free websites to share your job openings, but there are also other paid sites that can get your job posting in front of more people, quickly and in a shorter period of time. Also, don't forget to post on all of your social media channels because that's a FREE way to get the word out to your following!

    4. Ask the right interview questions

    You've found a few candidates and you're now ready to interview them. The interview process is vital to going beyond an applicant's application and resume to truly understand if they would be a good fit for your company. A good practice when crafting your interview questions is to consider listing the characteristics of your best employees and craft questions that can identify those particular qualities. For example, if one your desired characteristics is integrity, you can ask the candidate to tell you about a time when they demonstrated integrity and/or honesty at work or school. Another good idea to help you ask the right interview questions can be to include your staff in the process of crafting questions since they will be the ones working with the new hire. You can talk to key employees that will work directly with the new hire and ask them about the skills and personality type that best fits the job.

    Related Reading: Must-Ask Questions For Your Next Job Interviewee

    5. Streamline your onboarding process

    You've hired your new employee and they're ready to start—congratulations! Now comes the part where your HR team is put to the test to ensure a smooth onboarding process for your new employee. The last thing you'd want to do is create a bad onboarding experience for your new employee. According to a recent study conducted by Center for American Progress, employee turnover is expensive and losing a salary employee earning $50K costs a company 20% of that employee's salary, while losing an executive-level employee can costs upwards of 213% of the employee's salary. Maintaining an organized onboarding process can help your new employees feel welcomed and hit the ground running. The experience should be engaging and connect the employee to your work culture so they feel a part of something bigger and empowered to do their best.

    If staff growth is one of your goals for 2019, consider all aspects of your hiring process to help you improve your chances of hiring the candidates that are the right fit for your business. 

    Learn how to combat the national labor shortage. Download the whitepaper!

    Norman Paul

    Norman Paul is CEO of SWBC PEO. He is responsible for overseeing the division’s day-to-day tasks, including payroll, employee benefits administration, workers’ compensation, and HR support for more than 14,000 shared employees in Texas and 40 additional states. Norman also serves as Corporate Counsel for SWBC PEO, providing guidance on compliance issues, overseeing unemployment claims administration, and conducting client training.

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