Relevant Today to Irrelevant Tomorrow - Part 3

Welcome back to the next part of this series. Today, let's shift gears and talk about your hiring processes. Here are a couple of questions to kick us off.

1.) Have you changed your recruiting practices to better attract the next generation workforce?

2.) Are you aware of your social presence on the internet (Glassdoor, Indeed, Facebook, etc.)?

3.) Does your recruiting process focus on just the job that you are hiring for or does it link to the goals of the organization?

4.) Do you share the Mission/Vision/Values of your company during the interview process?

As you read the studies, work to dispel the myths and understand the reasoning for the next generation workforce I encourage you to take a look at these four areas.

1.) The job seekers of today search differently than before. With the internet, social media and a host of other resources at their fingertips, within a few minutes, they will have an idea of the type of company you are, what you stand for, everyone who had had a complaint against you, what the management is like and a host of other areas. They also look for purpose, growth, and potential in the jobs to help them have an impact. Just going at them with "this is the job" may cause them to look to other places. They are looking for reasons on why they should work there beyond just a paycheck.

2.) As listed above, social media presence is key. They use a lot of resources to research your company. Word of mouth is still there, but they use the web and a host of sites like Indeed, Glassdoor, and others to do research on your company. If you are not aware of the social media presence for your company and your management I encourage you to check this out. You may be losing out on top talent because of some negative social media.

3.) Do you share where the organization is going during the interview? When you do, does it inspire them to want to be a part of your team or just work the job? If you are bored after sharing the role, bet that the person across from you is too. Look to share the excitement of the job, how it links to the company. Share the benefits of being an employee of your company including benefits, career growth, tuition reimbursement, vacation time, health club discounts, etc. Remember, they are most likely interviewing you just like you are interviewing them. Put your best foot forward.

4.) Do they know what your company stands for? By this, during the interview process do you share the companies mission, vision, values? Through my career, I realized that this was one of the things that during the interview process no one really goes over. We discuss it briefly during onboarding but by that point, if you disagree at that point you both have a big problem. These are meant to be guiding principles for how the company operates, the cadence of how interactions are handled and the future state of where you want to be. They are not to be used as wallpaper, used to pass an audit or something just to have because someone says to have them. Leveraging this during the upfront process helps to set the expectations for the job they are going to be in.

I encourage you to look at your hiring process and ask yourself how well do you stack up. Does the candidate feel inspired and can't wait to be a part of your team as they leave or do they feel like it is just going to be another job? Good talent is out there, and they are looking.

If you would like to discuss more on ways to help elevate your hiring process please feel free to connect with me at sbrown@focalpointcoaching.com so we can discuss more. As we close I want to leave you with this question:

Does the information that a potential employee finds out about you make you shine or make you lose your shine?

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