We see a lot of tips online on how to craft a professional resume – and tonnes too on how to make a successful hire. How do you weed out the bad matches and keep the best match for your organisation? Now, a traditional resume may be necessary for anyone who’s looking for a job but it could actually be just a waste of time and – paper.
The chunk of the problem is that it’s human nature to exaggerate or even glorify a simple role. But the bigger issue is that there are a lot of things resumes can’t tell you about a candidate—like whether he’s the type of person you want to work with or whether she’ll fit in with your company’s style. Using non-traditional selection strategies can actually boost your chances of finding the right candidate for the job.
Here are some tips on how to manage recruitment selection and induction processes:
- Be detailed with job descriptions.
If you’re not careful, the way your job posting is written can deter great candidates from applying. Many companies write detailed descriptions with long lists of responsibilities and requirements, but a study by researchers in the United States and Canada found that this can actually alienate qualified employees.
Put more of the focus on what your company can do for potential employees, and you’ll attract candidates who better fit your needs.
- Embrace digital trends and social media.
Most people want to work for companies that keep up with the latest tech trends. This means businesses will have to stay ahead of the curve in order to retain employees and attract new ones.
Another good way to embrace the digital side is to make sure your career site is mobile-friendly. According to a 2015 Pew Research survey, nearly 30 percent of American adults have used their smartphone in some way for their job search, including browsing job listings.
- Focus on social skills.
Although the right skill set may seem like the most important factor in whether a candidate is a good fit for a particular role, the truth is that skills can be acquired, but personalities cannot. Social skills are very important – you need to look at the person in a general perspective to see if he or she makes the cut.
- Check social media profiles.
Like most employers, you’ll probably do a background check (or at least a quick Google search on the candidate’s name) to see what comes up about that person online. But if you’re not looking through the candidate’s social media profiles, you could be missing a key way to find out more about the individual as a person and an employee — for better or for worse.
While it’s legally risky to allow a candidate’s social media activity to factor into your hiring decisions, it can give you a better picture of someone you’re interested in hiring.
- Fit the personality to the job.
A candidate’s personality is another important factor to consider. For example, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer.
One of the most important ongoing tasks you’ll have as a business leader is hiring. It’s not easy, though; it’s a time-consuming process with monetary and reputational consequences if you make a bad hire.
Taking the time to find the right person — someone who is not just technically capable but also a good fit for the company — is important. Companies that are successful in hiring have a process that includes attracting high-quality candidates, evaluating them in several different areas, and taking the time to get to know the people in different ways.