VI

Build a Recruiting Culture

When an organization makes recruiting a cornerstone of company culture, the impact can be felt immediately. Employees who understand how important interviewing is to their company’s future will prepare more thoroughly for interviews and turn in their feedback faster. Referral rates go up, and employees promote job openings on social media, resulting in a bigger, better candidate pool. Organizations who are great at hiring make recruiting a company-wide effort, relying as much on regular employees and executives as the superheroes in HR.

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  • Treat interviewing as a high-status job

    Lay a foundation for great interviews by communicating their importance to interviewers. If an employee sees interviewing as a distraction from their “real work,” they're less likely to take it seriously. When everyone understands the value of recruiting, conducting interviews becomes a high-status honor instead of a hassle.

  • Manage Hiring Teams

    Involve your entire team

    Be sure to announce new positions, and explain what the jobs entail. Keep your team up-to-date on progress, tell employees who submitted referrals where their candidates are in the pipeline, and be sure to celebrate whenever someone accepts a job offer. Make your hiring activities—and your hiring needs—visible to the entire company so it’s easy to see how they can contribute.

  • Leadership must recruit

    Top management should also be working every day to find and hire the right people. This means pounding the pavement and using their networks to bring in candidates, but it also means articulating the big-picture recruiting strategy to every employee, and reinforcing those messages at company meetings.

  • Organize your interview process for efficiency

    Interviewing candidates requires a tremendous amount of time from your team - and it’s important to make sure that time is well spent. Crafting an effective interview pipeline is all about asking the right questions at the right time – getting just the information you need for each decision to move a candidate to the next stage.

    Early on in the process, make sure to focus on quick questions that will allow you to narrow down the candidate pool to only those candidates worth investing your time in:
    Are their salary expectations inline with your budget? Do they need a work visa? Are they willing to do the required travel?

    Once you’re confident a candidate meets the basic qualifications, you can invest the time for in-depth interviews that assess their ability to do the job successfully.