6 Best Practices for Your Hiring Process

October 24, 2022 in HR Best Practices

 

Laurie Hyllberg

Laurie champions Kinsa Group’s position as the top food and beverage recruiting firm in the nation and its presence in the global FMCG marketplace. To her Bachelor of Science in Psychology, Business Management, and Marketing she adds over 20 years of executive search experience in the food and beverage industry at Kinsa. Building a network of executives and professionals through membership in the Women’s Foodservice Forum, Institute of Food Technologists, FaB Wisconsin, Chicagoland Food and Beverage Network, and maintaining professional expertise in recruiting as an Executive Board Member for the Recruiters Of Wisconsin association, Laurie is able to connect top talent in the food industry with food and beverage processors and foodservice providers growing their teams at the C-Suite, VP, Director, and Management level. Connect with Laurie today!

 

With unemployment at an all-time low, candidate-centric hiring is more important than ever! And, of course, interviews are a critical part of the process. How can you ensure your interview process makes the best talent want to work for you? Here are some ideas:

1. Expedite the Process

First, the best candidates often have the shortest shelf-life. While working around your job candidate’s schedule (see the next item), the faster the process, the better.

2. Accommodate Candidate’s Schedule

Many employers prefer passive candidates, who are currently employed. They are at least as busy as you – be prepared to interview them before or after standard working hours.

3. Phone or Video

It doesn’t really matter whether you prefer a video call or a traditional phone call, just be very clear about which format you plan to do when you schedule the interview.

4. Number of Interviews

Google is sitting on top of more data than any other company in history, and they analyze it extensively. Their conclusion is? Anything more than 4 interviews not only doesn’t help predict job performance, it scares away the best candidates, who have other options and they know it.

5. Who are the Players

You know who you are talking to – presumably, you have their resume in front of you. Give candidates the courtesy of having reciprocal information. Who are they talking to? Names, titles, and any additional insights about their role as it relates to the position you are hiring for. (Sharing LinkedIn profiles is ideal.)

6. Sell the Company and the Job

All in all, long gone are the days of a one-way interview, where candidates are interrogated. There’s no better way to scare off candidates. Instead, be prepared to sell the company, the job itself, the benefits, and the town where the job is located (if relocation is involved). And be prepared to talk about the company culture in some detail – way beyond “we’re family-friendly” or “we provide free coffee.” Why do you do what you do, and why would they want to join you in that mission?

Kinsa Group can provide you with excellent candidates and expert advice, but you still have to get candidates through your hiring process. Make sure your process ensures that the best talent wants to work for you! Contact us today!

This blog was written by George Blomgren, Kinsa Group Recruiting Manager. Connect with him on LinkedIn.

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