Inadvertently overlooking great candidates is an absolute shame, and as it often happens, you may be making mistakes that you’re not fully aware of. Keep reading to learn more.
Extroverted, versus Introverted
In some cases, you may actually miss out on excellent candidates for personality reasons. Some people are very outgoing and eager to stand out in the hiring process. However, it’s important to remember that not all the top candidates are so extroverted. Some of the best potential employees might be shier in nature, and as a result, they may not dazzle recruiters as immediately as someone with a more colorful personality does. Think of some of these examples; people such as Mark Zuckerberg or Warren Buffet. People who knew them when they started out recall their shy personality and unremarkable social skills. Little did they know that they would grow to become some of the most influential people in the whole world.
Introverts are just as valuable as extroverts in business because different personality types together may spark a dialogue, and they also bring different approaches to decision-making and risk-taking.
Already Employed by You
Some businesses fail to understand that the people they currently employ may have more to offer than what they already do. In fact, some of the best people for the new position maybe already a part of your internal team. Many employees have so much more to give and you can easily tap into their wide range of skills and passions. Rather than simply looking outwards for new workers, you should also look at those who are already on the inside, and consider your existing employees for different career avenues, promotions, and other opportunities. It’s interesting to note that many millennials (over 67%) claim that they left previous positions because they were unenthused about the lack of career opportunities and development prospects on the job.
Technology and Automation
Technology and automation are becoming increasingly central in the world of HR. In many cases, new powerful tools help make the process of hiring and scouting new candidates a lot more seamless. In addition to that, automating data and interpreting analytics with the help of advanced AI solution helps employers define who exactly the right candidate is and how to find that candidate without overlooking potential top talent. The sheer power of data has long been a staple in the HR world, but due to recent developments in terms of technology, harnessing this amazing power is easier now than ever before. Through data, scanning, and vetting, potential candidates are highlighted. Utilizing and interpreting data is an efficient way to separate the cream from the whey, so to speak . By far, the best compromise is to combine tech-driven analytics and screening methods with a more “human-centric” approach. This allows HR professionals to vet candidates in different ways. After all, we are talking about people, and the chemistry on a personal level always matters when looking for new employees to join the team.
Harnessing the Potential of Referrals
Surprisingly, many companies out there actually do not have a referral program in place. This is a big mistake because some of the best candidates might actually come your way in the form of referrals. In fact, many company owners and employers who have experienced hiring people through referral programs often state that this is the best way to secure quality personnel for their teams. Internal referrals (referrals coming from people within your company) are a fantastic hiring resource.
At the end of the day, ensuring that you appeal to the best candidates is extremely important for your business. If you want to make sure that you do not overlook great candidates you need to be aware of different platforms and outlets, and learn how to best utilize a variety of social avenues and networks. Remember that most candidates love to use innovative ways to communicate with businesses about their career and job applications in non-traditional channels. This is particularly holds true with candidates who belong to a younger age group. If you want to make sure that you still maintain a strong appeal with a fresh, young workforce, you should never underestimate the importance of connecting with your candidates in various modern ways.