{"id":3610,"date":"2019-09-12T10:00:00","date_gmt":"2019-09-12T10:00:00","guid":{"rendered":"https:\/\/sonusbenefits.com\/recruiting-tip-trust-your-candidates\/"},"modified":"2019-09-13T02:05:56","modified_gmt":"2019-09-13T02:05:56","slug":"recruiting-tip-trust-your-candidates","status":"publish","type":"post","link":"https:\/\/sonusbenefits.com\/recruiting-tip-trust-your-candidates\/","title":{"rendered":"Recruiting\u00a0Tip:\u00a0Trust Your Candidates"},"content":{"rendered":"

Hiring the right candidate can be a headache for any HR team. It’s a difficult process that has ramifications on employee retention, engagement<\/span>,<\/span> and productivity. Hiring one bad egg can negatively <\/span>a<\/span>ffect an entire team, not to mention the cost of having to train or re-hire for the position. Getting it right the first time is what every hiring manager wishes for<\/span>. But how?<\/span> <\/span><\/p>\n

Here’s a tip that might just blow your mind: <\/span>L<\/span>et the candidate choose you. <\/span> <\/span><\/p>\n

Stay with us here, this isn’t a<\/span>s<\/span> crazy as it may sound!<\/span> <\/span><\/p>\n

By setting up the hiring process so that potential candidates can make an <\/span>informed<\/span><\/i> choice about whether or not they’d be a good fit, you eliminate a lot of work on your end.  People know what they’re looking for and what they’re good at. Give them a chance to assess what it is you’re offering and decide for themselves if the job will be a good fit. If they opt out of applying, you’re saved from having to spend the time and money on interviewing and vetting the wrong people. <\/span> <\/span><\/p>\n

So how do you do this? Here<\/span> are<\/span> <\/span>four <\/span>things to keep in mind during your next hiring process. <\/span> <\/span><\/p>\n

<\/span>1. Transparency<\/h3>\n

This is <\/span>a simple one. By including compensation in the job description, you are giving <\/span>potential candidates <\/span>the opportunity to find out if the job you’re offering is going to meet their <\/span>requirements<\/span>. The financial needs of any candidate will drive their decision on whether or not to apply for a position. If you aren’t offering them what they need, they won’t have to spend time going through the steps of the application process just to find out it’s a bad fit. They can opt out altogether and save you both time and money. <\/span> <\/span><\/p>\n

Wage transparency also says something about your company. It shows that you aren’t hiding any major pay gaps and<\/span> helps to build trust that you valu<\/span>e <\/span>your employees with fairness and honesty. <\/span> <\/span><\/p>\n

<\/span>2. Job description: Does it actually fit? <\/h3>\n

When was the last time you reviewed your job description? Has it just been copied and pasted over and over? <\/span>If so, it’s time for a refresher. <\/span>Your job description should <\/span>match the expectations of the role as closely<\/span> as possible. This is not only important for attracting the right people with the right skills to <\/span>apply, but<\/span> having a description that doesn’t fit the actual position can cause frustration, confusion<\/span>,<\/span> and resentment on behalf of the new hire. <\/span> <\/span><\/p>\n

If the description that drew someone in to apply doesn’t match up with the actual position, you lose the trust of your new employee—and you come off as disorganized (at the very least). If your <\/span>hiring manager<\/span> can’t write an accurate description, it means they<\/span>:<\/span> <\/span><\/p>\n