Once you’ve invested the time and effort to identify the top candidates in your pipeline, your focus is on getting these candidates to accept your job offer. The resources you’ve invested in identifying top candidates are a sunk cost that you can’t recapture regardless of the outcome of your offer. So in order to make sure that the ROI on a well thought out recruiting process remains high, you must stay focused till the end and make the best possible offer to each candidate.
At Pomello, we interact with not just our own job applicants, but candidates for jobs at companies large and small. What we’ve found in our conversations with job applicants is that employers are failing their customers — the job applicants — during the recruiting process in several fundamental ways. Here are our top 5 things for companies to fix when structuring their applicant experience:
It’s possible to find love on Tinder, but not probable. You’ll probably end up with a lot of dates. It’s possible to find a great career with your resume (whether it’s truthful or not), but not probable. You’ll likely end up going on a lot of interviews, maybe even take some jobs. But you’ll be getting lucky if you find a great fit with a job and a company that works for you.
Pomello is currently hiring so asking great questions is top of mind. This is why I like “Tell me about a time you fought hard and lost.” First it fills a gap in our current interview process, and second it allows me to evaluate more than one thing about a candidate.
Human capital debt is what happens when you rush the hiring process, and you bring someone onto the team for expediency. Usually, it’s because they have a great resume, the right experience, the right skills, but you are compromising on alignment with your team’s mission, vision, and values.
Too often recruiting feels like a trade-off between quality and quantity. When quantity goes up, quality goes down. At Pomello, we know that finding the right balance between quality and quantity in your applicant pool means relaxing skills requirements while being picky about values.
In an ideal world we would have unlimited resources and time to evaluate whether a job candidate shares our values and should join our team. But in reality we spend too little time and too much money on this problem, and this is where data and technology can improve your hiring process. Below I’ve outlined the three biggest mistakes that companies make in hiring for fit, and offer three data driven solutions.
We talk to a lot of companies about company culture and hiring. Everyone from HR executives to recruiters to middle managers to job candidates experiences culture in a different way. But what everyone has in common is a gut emotional instinct about what is right and wrong with their experience. It is natural and reasonable to place a high degree of trust in our own perceptions, but it is a mistake to assume they are infallible.
One of the topics we get asked about most often is how to change the culture on a team. We are rarely in a position to start building a culture from scratch, and are often trying to adjust our team culture to fit a new strategy or a changing business environment. Once you’ve determined how you want to evolve your team culture here are 3 critical factors for your success: