As your co-op, we’re here to support you in every aspect of your business, from cost savings and efficiencies, to HR best practices and hiring tips. Why? Because everyone’s busy – and the more we can help each other the more we succeed as both a cooperative and individuals.
As you know – one of the most critical aspects of business is building a solid team of employees to help bring your vision to life. As we discussed at our last member summit, hiring isn’t easy. But it’s essential if you want to keep growing and succeeding.
First, Put yourself in their shoes…
Try to understand what’s going through a candidate’s mind as they sit in the interview chair. Job seekers today have a wide variety of options. They can be picky – and rightfully so. Advancements in technology and the online world have created a multitude of career possibilities that never before existed. Needless to say, it’s hard to position your company as a top choice. You might have the best job posting in the industry, but if you’re not conscious of the jobseekers mindset – you’ll never close the deal.
Encourage thorough questions
If possible, let the candidate shadow someone on your team so they can have some hands-on experience with the role. Top quality candidates want to be challenged and want continuous growth – so be sure to align with these desires in order to keep them in the long-run.
Go beyond basic benefits
A paycheck and standard benefits are important- but today’s candidates are looking for more out-of-the-box benefits. Flexible work hours, remote work capabilities, increased maternity and paternity leave – even unlimited vacation time – are all examples of extra benefits that top companies have adopted to ensure their employees remain happy and healthy. These types of benefits build help trust between management and employees, and can prevent burnout and frustration with company policies.
Focus on strengths
Pay attention to the candidate’s strengths. Everyone wants to feel useful, especially in the workplace. Pay attention to soft skills that might not be on the candidate’s resume, as they might help you predict what type of tasks they will excel at early on, and which ones will require more initial onboarding support in order to complete.
Finally: Communicate Your Process
Have you ever worked to get your entire team on-board with a hire, all the way up to the point where you’re ready to make an offer, only for the candidate to say, “Thank you for your consideration, but I’ve accepted another position elsewhere.”?
Making the application and interview process a simple, streamlined, and enjoyable one is key. Have honest and transparent conversations throughout the application, hiring, and orientation process. Also take feedback and offer advice. Hiring is a two-way street now more than ever – especially with websites like Glassdoor.com and Indeed.com keeping businesses honest.