1. Is your website mobile-friendly? Can candidates find the jobs you are recruiting for while they are on their personal phones? With the smart phone, many people do not even use a laptop anymore, so a responsive website is required when advertising jobs on your website.
  2. Once the candidates can find the jobs, how easy is it for them to apply? Too many pages and forms to fill out and candidates will move on to a more user-friendly job opening!
  3. Have you spruced up your employee referral program? Do your employees know what it is? Share this information with your employees regularly.
  4. Often, interviewing slows down at the end of the year, so it is a perfect time to pick up your interviewing while more candidates are available. This way you can have them on track to start working for you at the first of the year!
  5. Scheduling hassles for interviews when hiring managers are traveling? Thanks to the accessibility of high-speed Internet and video conferencing capabilities, many resources are available to conduct the interviews online, so you don’t miss a beat.
  6. How are your job postings on LinkedIn, Facebook and Twitter? Post openings daily to your company’s LinkedIn and Facebook pages, and Tweet 10-12 times a day on Twitter. Ask people to follow you and like you! Have the posts link back to your website to increase your SEO.
  7. Who does the hiring for your company? Are they engaged? Are they excited about working for your company and can share that excitement with potential new hires? Having an employee who is not engaged or excited about the company interview new hires can quickly turn off a potential great hire!
  8. Timing? Don’t let a lot of time go by from the first time you interview the candidate to the second interview. If you like the candidate, move quickly in the interview process. Chances are that you are not the only company who is interested in hiring this person! Make sure the interview process is clearly defined and progresses at a steady pace. Candidates have multiple opportunities under consideration now and an interview process that lags is one that loses top talent to others that expedite the interview process.
  9. Have a hiring manager who “collects” resumes? Explain the job market and low unemployment rate to this hiring manager. It should be a priority to interview candidates as soon as possible or risk losing the great candidates to proactive hiring managers!
  10. Flexible contract workers help to fill in the gaps during the hiring process. Often, these candidates are hired on at the company on a temporary-to-hire basis – once the company and the candidate both see how they can each contribute to each other’s success!

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