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Over fifty percent of employers surveyed in a report from CareerBuilder in 2015 acknowledged that finding qualified candidates had are more difficult over the prior five years. The clear takeaway was that the hiring process is becoming problematic — and that bad hires are costly: 73 percent of employers surveyed said that making a bad hire was more expensive than leaving a posture open.
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One solution, however, is transparency. Providing transparency through the hiring process might help attract and keep better talent. Listed below are five ways to make sure that employers and job hunters find the appropriate fit:
1. Write clearly worded job descriptions.
If job descriptions are obvious, talent will come. Where to start may be the job title. It will reflect the type of the work while being concise. Catchy titles like “sales guru” grab attention, but could be abstract and ineffective in communicating what the work entails.
Instead, use descriptors that are engaging, like “dynamic” and “creative.” Avoid acronyms and abbreviations, and make sure that the niche skills needed are communicated. For instance, the title “lawyer” could possibly be a lot more specific, as in "corporate defense attorney."
The work description should outline brief, but specific, expectations for every duty listed. Ordering tasks and responsibilities within their order of priority offers a clear knowledge of the role and illustrates what the business most values.
2. Make employee testimonials available.
Job hunters expect to find information regarding potential employers. Therefore, employers that embrace transparency could have a recruiting advantage.
Conducting employee testimonials at a workplace implies that that employer actively seeks out feedback, and displays it for the world to see. The primary purpose isn’t for the employees interviewed to share with you the organization but instead to spell it out their personal experience there.
These testimonials could be presented through various types of media: A full page on the business website, for example, can list employees with their pictures and a primary quote. However, video and audio testimonials are a lot more impactful. They might be interesting and engaging while adding more credibility to this content. Plus, videos could be shared in a variety of social media and online outlets within an appealing way.
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3. Show that feedback is respected in the business.
In a national study conducted by the Jack Welch Management Institute at Strayer University in January 2015, 43 percent of employees surveyed reported having considered quitting their jobs within the prior year. Some 22 percent of respondents stated that lacking a voice in decision-making and their feeling that these were "not being heard" were top frustrations at the job.
Failing woefully to demonstrate that employees are being heard is a significant, and avoidable, element in workforce discontent. Showing empathy is a robust display of listening. So, express concern and show that your employees’ workforce frustrations are understood and so are justified (if they’re). Remember that everyone manages stress in different ways.
Also, avoid making judgments when you hear about stressors or employees’ new ideas. It’s good to be clearly constructive together with your criticism, but projecting judgments could make things too personal. Finally, allow visitors to . talk. Interrupting is rude and an indicator of disrespect.
4. Provide agendas and time lines for the hiring process.
Fifty-eight percent of employers surveyed by CareerBuilder admitted that they hadn’t communicated how long their hiring process would take. That needs to be rectified: If the procedure is explained beforehand, job hunters could be more engaged and attentive to it.
HR should look back at previous hires and track enough time for every task. How long does it usually try look over applications, contact those that considered qualified and complete screening actions before an interview?
After the company includes a clear agenda and time line, HR should share that information with applicants. A company that’s forthright and proactively lays out when and how applicants will be contacted will gain a good reputation.
5. Exchange feedback with talent.
Ninety-four percent of job hunters surveyed in the the LinkedIn 2015 Talent Trends report said that they wanted interview feedback. If such feedback will get constructive feedback, applicants are four times much more likely to consider the business for future opportunities.
Before providing feedback, the potential employer should be sure they’re ready to communicate clarity, positivity and honesty. She or he should communicate the reality of the interview rather than make personal judgments about the applicant.
Criticism, if offered, ought to be constructive, offering tips for improvement and really should end on a positive note, with a opportunity for the applicant to talk about feedback, as well. That is important since it shows the business respects the interviewee as a person, and builds a solid relationship in case of another opportunity.
How would you intend to add transparency to your hiring process?
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