Making a Better First Impressi...

Making a Better First Impression with Talent

With the average hiring budget expected to outgrow talent availability in 2018, the job market is getting more and more competitive for hiring managers. It’s important that those who are tasked with the responsibility of finding new talent make a good first impression. A strong first impression helps to improve the return on investment as far as time and talent scouting go. Here are some tips to make a great first impression on behalf of your company and attract the qualified candidates you’ve been looking for.

Establish Employee Handbooks with Clear Job Descriptions

Many times, startups and smaller companies start bringing on staff before having all the formal paperwork established, like job descriptions and applications. It’s important to take inventory of the working parts of your company! You’ll want to evaluate each job role, give it a clear title, and a description including the day-to-day activities. Creating an employee handbook, at least with job descriptions and responsibilities helps to clarify for the entire team as well.

  • What formal training or certifications are required
  • What is the experience level needed to thrive in this role
  • What tasks will the person be doing
  • What are short term goals and long term goals
  • Is there opportunity for promotion
  • To whom do they report
  • What is the salary range
  • What kind of products/services/clientele will they be working with
  • Keep these details in writing, and up to date. All your future job postings can reference this and you’re able to make all applicants aware of what to expect before they submit. Applicants who are uncertain of what the job entails won’t apply.

 

Test Your Technology in Advance

Nothing grinds an interview or discussion to a halt like malfunctioning technology! Have you ever been in the middle of an interview and your tablet or laptop went out?

  • Charge your devices in advance.
    Make sure to get all necessary chargers detangled and packed.
  • If there are any system or software updates, run them a day or two before the interview.
  • Make sure to test necessary software after your software/system updates to prevent glitches and incompatibilities.
  • Do you know where you’ll be connecting to the internet / do you know how to set up a mobile hotspot?

Technology malfunctions during the hiring process can give both hiring managers and candidates a bad case of the nerves. Candidates question whether or not the business is truly up-to-date with technology and also organizational skills.

 

Prepare all individuals involved in the hiring process.

Whether you’re handling the hiring process solo, or you rely on a network of employees to process your new hire, you’ll want to make sure everybody involved is fully prepared. This means you’ve looked over the applicant’s resume and application, you have questions ready in advance, and you’re prepared to explain what the next steps are. Make sure the person who is scheduling interviews and call-backs is aware of approximately how many candidates they’ll be fielding, their names, and details of their job description.

 

It’s important to be completely prepared during the hiring process to foster an environment of trust and accountability.  Bringing candidates in when things are scattered, internally, will be less incentive to accept a job offer. You want to make sure you’re putting your best foot forward and showing up to the hiring process with your finger on the pulse of the matter. A little proactive planning can go a long way as far as polishing your company’s first impression!