Hiring remains very competitive today, and that means the recruiting process often drags on much longer than most companies anticipate. One thing we hear from hiring managers time and time again, “Why does it take so long to hire someone these days? I need people now!”
Candidates on the hunt for a career move look at an average of 65 job descriptions per week. Passive candidates are looking at even less, if they are looking at job descriptions at all. In order to attract the best talent, you need to be wooing them over with a great job description. Traditional job descriptions have saturated the market and those that are getting crafty with their opportunities are setting themselves apart from the rest of the pack.
Read more to learn the do's and the don't's of writing an effective job description.
Most companies don't know the full cost of a bad hire, so they under-invest and do not apply the resources upfront to avoid one. By some estimations, the cost of hiring the wrong employee can add up to anywhere from 250,000 to almost a MILLION dollars. If you make a bad hire, there is a ripple effect among all who work for you, your product quality and company image.
There usually isn’t any way around it: Hiring new employees is time consuming and expensive. These costs increase if you make a bad hire. Recruitment agencies can save you time and money in the long run. And if you choose a firm that specializes in the field where you're looking for talent, recruiting agencies can also increase your chances of getting the right employee on the first try. Here are four ways recruitment firms can help you save time and money:
With a strong economy and companies expanding, the skilled talent they need to grow is getting harder to find, especially within the eye care industry. The number of professionals who say they face recruiting challenges are surprisingly high:
Interviews are critical as they take your time and depending on the success of the interview, the results can have implications for years to come. Asking the wrong questions or even useless questions in an interview can be confusing for both parties and you might leave an hour later having not learned much. An interview is intended to gather insights about many different aspects of your candidate such as their problem solving abilities, their loyalty, insight into the way they think, but how do we get this information just from their answers and without them lying? The trick is to ask planned questions that are developed to reveal specific characteristics.
A successful interview occurs when not only the candidate is well prepared for their interview, but when you are as well! Structured interviews are twice as effective in predicting how well an employee will do for you. A structured interview, unlike a free-flowing interview requires that you do your planning, both on the candidate and the position, and create a structured plan for your interview process.
If an employee lacks particular skills to perform a duty, they can be trained. If they do not fit into your company culture, you have a whole other problem on your hands; one that will not be fixed with any amount of training. Employees that do not align with your company culture leads to poor work quality, decreased job satisfaction and a potentially toxic environment.
There is no one single question to determine if your potential employee will fit into your company culture. A cultural interview should have a flow to it and be natural in conversation, all the while you are assessing their mannerisms and reactions to your questions. Below are some general tips for interviewing for company culture as well as topics to be aware of when conducting your cultural interview.
Like it or not, you’re eventually going to make a bad hire. Even if you do everything right in the hiring process, you’ll find that it still doesn’t work out perfectly. So instead of beating yourself up about it, find a way to gracefully undo the mistake.