7 Signs your Hiring

Strategy is not working

www.interviewmocha.com

Hiring is so easy. You reach out to best of the masses, get a few

to your company, a handful to interview room, spend two hours to

know them and DONE!

I know these things are never easy or too simple for hiring

managers. It’s hard to attract the best talent. But still you are trying

your best to attract talent.

Are you able to attract the best available talent? Or no?

Your hiring strategy isn’t working out the way you planned!

Probably you are stuck up with the old hiring techniques or

strategies!

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Maybe your hiring strategy is not working because you are

following the same and same process again.

This is called Insanity.

Albert Einstein famously said, “Insanity is doing the same thing

over and over again and expecting different results”.

If you are reading this, chances are your

recruitment strategy is not working.

Below are the seven signs that shows

your hiring strategy is not working.

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1. Not Taping the Mobile Devices

If your career page or recruiting site isn’t mobile friendly you are

losing talent. Whichever talent pool you target just get diluted to

half.

According to Kelton Research -

• 86 percent of active candidates use their Smartphone to begin a

job search.

• 70 percent of active candidates want to apply via mobile.

• 55 percent want to upload a ‘resume’ to your career site.

This means it makes sense to cater your career page or recruiting

site to mobile web and allow them easily apply from the phone.www.interviewmocha.com

2. Job Descriptions are not clear and concise

Fact 1 – 99 percent job descriptions are long, not clear and boring.

Fact 2 – Most of the companies use the same job descriptions over

and over again.

Warning – Stop writing long and confusing job descriptions.

Stop reusing job descriptions.

As the demand for highly digital talent is increasing it is important

for companies to convey their wants, needs and culture via their

websites and other.

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JDs that clearly define what a candidate would be actually doing in

that profile or job are more convincing than the expectations

displayed by the hiring managers or recruiters.

Instead of listing just requirements and responsibilities, write great

job descriptions that accurately defines the need.

Have a look at some of the job description by Woot. You’ll love it.

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3. There’s a disconnect between You &Recruiter

According to iCIMS Study, 80 percent of recruiters believe they

have a good understanding of the jobs they’re recruiting for. Yet 61

percent of hiring managers disagree with this.

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There’s a disconnect, largely based on desires and expectations

not aligning.

Calling the recruiter and asking him to look up the job description

is not enough.

A successful hire is a relationship between recruiter and hiring

manager. The goals for Recruiters and Hiring Managers are the

same.

Take time to discuss.

Once the hiring manager gives the recruiter an outline of the

person they want, the recruiter can respond with clear data on how

realistic that is.

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www.interviewmocha.com

4. Still not targeting the passive talent

Passive candidate’s accounts for 79 percent of the workforce.

Since it is difficult to distinguish a passive candidate who is

interested in speaking to you from one that’s not, you should be

careful how you reach out to these people.

Passive candidates account to 3/4th of the total workforce. Huge it

is.

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So start implementing the idea first. And then find how, with

these top ten ideas for effectively recruiting passive candidates.

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5. Are you Ignoring Social Media?

Social media has transformed the way people work,

communicate and even, search the potential candidate for the

organization.

Gone are the days of ‘hard to find’ talent. Now, social media has

made it possible to contact potential candidates directly.

Traditional resumes are almost on the verge of extinction.

LinkedIn, Facebook, Twitter and Google+ profiles are the new

resumes to be evaluated.

Find out top seven reasons why you should exploit social media

for recruitment.

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6. Not yet assessing the skills of the candidate?

You interviewed the candidate, you selected him and he joined

the company.

Now you suddenly noticed that he is a Bad Hire. And the reason

is poor skills match. DAMN!!

If you are not assessing skills of your new hires, chances are

you are going to make bad hires.

Why not use skill testing software?

Pre-Employment Skill Testing helps you find the quality

candidates.

Pre-Employment Skill tests are among the most accurate means

of predicting candidate’s performance

These tests can objectively determine the extent to which a

candidate has the knowledge, skills, and abilities to perform well

at any given job.

www.interviewmocha.com

www.interviewmocha.com

7. Is your hiring time too slow?

Some organizations believe that a longer hiring process is helpful

because it ensures that a company has adequate time to compare

candidates and ensure that they are hiring the best person for the

position.

This overlooks the important fact that you may miss out on the

best talent because you took longer to make a hiring decision.

Speed hiring does not mean haphazardly filling the vacancies, but

to make quick decisions with right tools and process.

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It’s Time to Rethink

By investing time in developing a stronger hiring strategy,

employers can find talented candidates better and faster.

Not many hiring managers and recruiters have adopted the

modern hiring strategies. Have you?

You can get in touch with us at support@interviewmocha.com

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