The end of the year can bring forward multiple hiring challenges, like talent shortage. Whether you’re short staffed and need to hire a bunch of people, or in need of just the right candidate to fill the niche position, hiring during the holidays can be tricky. Here are some simple & solid ways to improve your hiring process during the holiday season.
Ask about resolutions & long-term goals.
Top talent candidates are often afraid to leap into a new job, due to the fact that they’ll have less time to spend with their family. Also, many times recruiters will encounter impressive talent that’s only looking for part-time or temp work. They’re not “in it for the long haul.”
Asking about long-term goals will give a lot of insight on whether or not they’re looking for a permanent position or a temporary position. To see if your candidate is committed to the job role you’re about to offer, encourage them to share their professional goals for 2018 and beyond. Note if their answer aligns with your company’s goals, or if you notice any inconsistencies.
Define success upfront.
Your job post might be attracting short-term candidates who are looking for some extra income during the holidays. Many times these candidates expect to leave the job early in the new year. While you can’t force someone to be honest with their goals, you can ask strategic questions and look for red flags. Try to focus on attracting the right talent who wants a longer-term solution and would commit to growing with your company.
This starts by defining what success looks like in the prospective role. Define what job-well-done looks like, and set measurable performance goals in your job description so candidates will know early in the hiring process that you’re looking for someone long-term.
How do you measure success in the role at hand? By setting and clearly explaining goals, you can demonstrate how meeting and exceeding expectations could lead to salary advancement and more earning potential. Step out the long-term job position and the points of evaluation. Those who are eager to please will like knowing exactly when their performance will be judged and how much time they have to learn, grow and advance in between.
Showcase the company’s culture.
Companies that clearly lay out plans for career advancement have better luck attracting top talent candidates. Look at your company culture and the support system that’s created to help long-term employees advance in their careers – showcase that. If your company culture loves long-term relationships and watching employees thrive, make sure to let your candidates know! Candidates who are looking to make a leap will jump at the opportunity, and those who are hesitant will be more inclined to apply if they know that they’re going to be supported and not smothered in their efforts to grow.
Hiring during the holidays can be tricky. Consider reevaluating some of your questions or the way in which you’re presenting your company. Asking candidates about their long-term goals can help to vet those that are looking for long-term employment versus those who are in it for short-term cash. Define what success looks like, right in your job posting and the metrics thereof. Share opportunities for career advancement and incentives for long-term employment. Talented candidates are often cautious when making a career leap, so make sure you’re being as clear as possible when sharing your company culture and support system for advancement in your candidate’s career path.