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Avoid Unintentional Missteps In The Hiring Process

Avoid Unintentional Missteps in the Hiring Process

These days, it seems like everyone is hiring. As a business owner, you want to attract the best and there is a lot of competition to do just that. Aside from the rate of pay and the perks, make sure you are on par in the process. How you find, vet and interview candidates will speak volumes about your business. Stay on track with these tips from HRinDemand.

In the next five weeks, HRinDemand will post tips on how to avoid a costly misstep in the hiring process.

Tip # 1: Poorly Written Job Announcements and Descriptions

Poorly written job announcements and descriptions are a recipe for disaster. First of all, understand that the announcement and the job description are not the same thing. The announcement is essentially the ad. It can sizzle as it really is the hook to the job seeker. The job ad should speak more to the company culture and all the perks of working there. The job description is the detailed account of the duties and tasks the job will require.

To skimp on either one, the ad or the job description is a waste of time and you are missing a huge opportunity to attract and vet candidates. Candidates are most-likely reading hundreds of job ads each day. The ad must get their attention and peak their interest. They rely on the job ad to determine if they should apply.

When your job ad is incomplete, or generic, a strong candidate will have no indication that he/she is right for the job. If it’s too detailed, it may deter candidates because they may feel under qualified. Once the candidate enters into the interviewing process, they can be given the lengthier, more detailed job description that lists the essential duties of the job, the requirements and the physical needs of the job. A candidate will be able to then realistically determine if they can (and want to) do the job. You can refer to the job description in many of your interview questions. For example, you may ask after the candidate reads the job description, ‘What about this job interests you?’

If done correctly, the candidate can use the ad and the description to vet themselves. A properly written ad and job description can queue the candidate about the work environment. They will know if they fit into the company culture and if they have the skills necessary for the job. Candidates that choose to apply and continue through the interview process will have a good understanding of your business and all the job entails.

To ensure your job ads and descriptions are on par, consult with a professional. Also, take the time to think about company culture and the structure of the work week. What tasks during the week will you be expecting and how much time will the tasks take? Is the position part-time or full-time? Is the schedule flexible? Also, include metrics as to how the candidate’s success will be measured. Setting these types of expectations will do a lot of the initial vetting for you.

Catch up with us next week for Tip # 2: Poorly Prepared and/or Illegal Interview Questions

HRinDemand is committed to helping small businesses avoid unintentional missteps in the hiring process and the entire HR process. If you have comments, questions, or concerns regarding your HR Processes, call us at 775-400-1322 or contact us.

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