Using Selective Attention to Boost Qualified Job Candidates

The phrase, 'your front line is your bottom line' rings true for organizations that rely on customer experience and word-of-mouth for success.

People drive relationships, and it’s these relationships that drive profitability of every business. That’s why a business owner’s map to success always starts with building a great team.

Often, small- to medium-sized businesses focus on quantity versus quality of applicants. They forget the success of each hire is not correlated to the number of interested applicants, but rather to the level of interest and quality of the applicants.

Through applying a selective attention approach — focusing only on the most qualified candidates — employers will save time, money and most importantly, bring in the right people to the right positions to ultimately drive profitability.

Selective attention starts with incorporating a step-by-step hiring process that allows you to successfully market, source, select and verify qualified candidates in a cost-efficient manner.

Get in a marketing mindset. Today’s job candidates conduct significant online research before applying for jobs. Differentiate your organization and drive qualified candidates to open roles with a strong employment brand, career site and sourcing strategy. To reach ideal applicants, think of marketing your job openings the same way you would launch a new product or service to your business prospects. Create an employment brand that plays up your culture, benefits and career path development to appeal to potential hires. Emphasize these attributes in job posts, your own site and your social media platforms for inquisitive applicants to discover. Use role-specific keywords when crafting job descriptions to ensure positions are easily found by those most interested and qualified.

Screen for selectivity. Businesses often spend precious time on candidates who don’t have the necessary experience or meet job requirements. Talent management software can vet applicants based on their qualifications and help small- to medium-sized businesses identify the most competitively matched candidates. As a result, hiring managers review only the most eligible applicants, who are suggested to move on to the next step of the hiring process. Your hiring process should involve prescreen surveys, template interview questions and background checks. Templates and automated scoring will accelerate qualified candidates through interview stages.

Measure quantity and quality. Actively measure your recruitment strategy to determine where dollars are best spent. Software is available to help you track hiring data and recruiting results to increase visibility of ROI. For example, small- to medium-sized businesses often invest in multiple job boards with no ongoing knowledge of which channels, if any, are bringing in the right candidates. Hiring software can provide key metrics, such as total number of applicants, number of quality candidates and new hires recruited through each site. Businesses can use this data to spend more efficiently and eliminate poorly performing platforms.

The phrase, “your front line is your bottom line” rings especially true for organizations that rely on customer experience and word-of-mouth for success. Having and following a well-thought out hiring process creates consistency, scalability and predictable results, ultimately building a talent pipeline to power your business for the long-term.

Adam Robinson is co-founder and CEO of Hireology. Comment below or email editors@workforce.com.

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