Do you truly understand your organizational culture and what you have to offer? Before you can find the perfect fit for your job opening you should consider where and how they will fit into your organization. Research has found that understanding your culture and exactly what is needed from the open position is one of the most essential (and overlooked) steps in the recruiting process.
Now consider how you treat the applicant once they come in contact with your organization. I know this should go without saying, however, how a candidate feels about your organization is just as important in the hiring process as how you feel about your candidate. Once you find the best candidate you should make your offer quickly. It appears there is a window of opportunity on both sides that opens and closes for candidates (and organizations) that have a lot to offer.
Connecting The Perfect Job Position with Your Perfect Candidate
When you post your job position, make sure you boast about your company culture. Also, encourage employees (especially the happy ones) to go onto job sites and share their opinions about the company. Make sure you consider your candidates online brand by reviewing their social media. This will give you an idea of fit. Lastly, offer your candidates a way to express their worth. Although interview questions allow for a fair and standard process, they can sometimes be one dimensional and not offer enough for the canididate to truly convey their worth.
This is very, very important. Remember, each candidate may also be a customer or know of one. Aside from that, each candidate is just as important to you as your customers since they may become apart of your team later. Even if you decide not to hire each candidate they have an inside perspective to the culture and practices of your organization. Some argue your employees are your first customer. If this is true, candidates can be seen as potential customers. Your employment brand is still your company's brand and should be maintained and considered as a part of the whole. It is even good practice to ask your candidates to provide feedback, even if they are not hired, so you can always improve the experience.
Typically the rule of thumb has been to NOT hire quickly so you don't make a mistake, however, times have changed. Once you find a candidate that meets your criteria you should hire them as soon as possible. The main reason for this is obvious– if they are that good they won't be open for long. Research also shows candidates can become disengaged if there are too many steps in the process and too much time passes throughout the process. Much like anything else in the world, when you know what you want, go and get it!
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