Hiring great employees is a never-ending challenge for most employers. Here are a few ideas to help your openings stand out and attract better candidates.
Practical hiring tips
- Include a brief slide deck or short video explaining the job on any posting page. Make sure the link and media are mobile-friendly, and publish the content to services such as YouTube or SlideShare so candidates can view it easily.
- Identify the specific skills and cultural characteristics that matter most, and have employees describe them on video. Be explicit about whether you want top-quartile technical skill or a particular temperament—fast-paced and aggressive, or steady and collaborative—so applicants can self-select.
- Look for learners. Ask candidates what they have done to educate themselves in the past year, including books, courses, or conferences they paid for personally. Also ask what they learned about your company at the start of the interview and again at the end to see how well they processed new information.
- Present real problems. Since hires are problem-solvers, put a current strategic and tactical challenge in front of candidates and ask how they would address it. You will learn a lot from their approach, even from people you do not hire.
- Use a small committee interview for the final three candidates. Include a mix of panelists—peers, managers, and others—and keep the panel to about three people. Have the panel prepare three standardized questions to ask every finalist so you get consistent comparisons.
During the committee interview, pay attention not only to answers but to how candidates treat each other. Their behavior in a competitive setting can reveal how they will interact with colleagues after hiring.
Fun bonus idea: ask applicants to include a joke with their resume. It tests following instructions, gives a quick read on personality and workplace appropriateness, and can lighten the interview process. If someone supplies a risqué joke, reconsider unless that matches the company culture.
If your hiring work is part of a recruiting or staffing business, consider specialized coverage such as Executive Head Hunters Insurance and Insurance for Marketing & Advertising Staffing Agencies.
If you need help implementing these practices or exploring coverage options, talk to an agent.
Frequently Asked Questions
How can I make job postings more engaging?
Use a short video or slide deck that explains the role, responsibilities, and company culture; make sure it is mobile-friendly and easy to access.
What’s the best way to assess cultural fit?
Be explicit about the traits you value, have employees describe the culture, and ask candidates to give specific examples of how they have thrived in similar environments.
Should I test skills before interviewing?
Yes—skills tests or work samples can quickly identify candidates who meet technical requirements and save time in the interview process.
What are the benefits of a committee interview?
A small panel provides diverse perspectives, ensures consistent questions across finalists, and reveals interpersonal behavior under pressure.