Strategies to attract Best Job Candidates

So you have a position to fill and need someone fast. You have talked to your hiring manager and have advertised the position on major job boards. You expect to see stellar resumes; excellent candidates line up to work for you. But alas, most resumes you receive are mediocre at best. But, you still filter out a few promising resumes only to be disappointed during the phone screening process. Very few make it to the second or third round. After an exhaustive search you are ready to make an offer to anyone who looks half-way decent, only to be disappointed some more. You ask yourself, why is it that you are not finding the right candidate? You blame the market, the job boards and everyone else, but fail to consider your company’s flawed hiring process. If you were in the job market and had choices, would you apply here? You might be surprised…

So, what is the hiring process in your organization?

How do you hire your best candidate? It appears that hiring process is all over the board. Every organization has its own method and it varies from 2 interviews to eight or more interviews. It used to be that the candidate will apply for a position and the HR manager or the hiring manager will review the application and contact the candidate for a face to face interview. After the first face to face, there may be a second interview and that was it. Nowadays, the hiring process usually stretches to multiple weeks, sometime months and involves phone screening, sometime more than one, then in person interview – again sometime more than one, followed by a personality assessment and even then you aren’t sure if you got the job. Higher the position, lengthier the selection process. Since hiring the wrong candidate is costly and results in high turnover, no wonder…