3 Hiring Practices That Disqualify Top Talent

3 Hiring Practices That Disqualify Top Talent

For hiring managers—particularly in the STEM sector—many seem to believe in the mythical talent shortage phenomenon. This often begs the question, “Why is it hard to find hardworking employees?” Considering that the current U.S. unemployment rate is 5.3 percent it is difficult to believe that companies cannot find suitable candidates to fill roles. The reality is, many organizations are participating in practices that are allowing them to miss top talented individuals. If you’re suffering from finding employees, take a look at three common hiring practices that will limit your options.

Unrealistic standards

Employees are incredibly diverse. In fact, many innovators in the STEM sector don’t have a degree. What happens when your requirements phase out applicants who did not graduate from a top tier university? Your organization may miss out on the next tech innovator. Furthermore, if you’re looking at a web-developer candidate who possesses a robust portfolio and no degree, would it be in the best interest of the company to overlook them? Hiring managers should weigh the capabilities of each candidate based on what talents they have to offer. Additionally, companies can utilize software to pick and choose to screen their applicants.

Hiring managers should weigh the capabilities of each candidate based on what talents they have to offer.

Exclusive Download: Get More Applicants From Job Boards

Don't post and pray. Get this exclusive FREE cheat sheet and take active steps to dramatically increase the results you get from your job board posts.

Looking for the Perfect Candidate

The general misnomer is that there are applicants out there who embody all the necessary traits to start a company with little to no grooming by the organization. Purple squirrels, or the perfect ideal candidate, do not exist as the industry changes and evolves continuously. Instead of looking for the “one” who looks good on paper, find a candidate who encompasses a decent amount of what you’re looking for and then work with them to reach their potential. Think of employees as investments, the more effort you put into them the better return on investment.

Convoluted Application and Onboarding Process

If you require a typing test or 5 page application, chances are you’re missing out on well-qualified candidates. If you’re requiring a Stanford graduate to take an on-site typing test, don’t expect the applicant to stick around for the duration of the interview. These processes are now automated to provide a seamless and effective procedure for your hiring needs. This will prove to candidates that your organization is not outdated or ineffective, and will therefore be more likely to complete an application. The same applies to how you onboard new hires. Take advantage of new technology and automate the onboarding paperwork process to effectively streamline your hiring needs.

Talent comes from many different spectrums across the board. Great employers do not come in cookie-cutter packages. It’s up to hiring managers and their organizations to keep an open and analytical mind when it comes to finding the right talent for their company. It’s time to rethink your hiring strategy if you’re struggling to fill roles in your company. Take these tips into consideration and find your diamond in the rough.

If you have any further questions about the items mentioned in this article, or if you would like ApplicantPro to assist you in streamlining your hiring process, please contact us.

increase applicant flow

Increase qualified applicant flow across the board

Download this exclusive guide to improve your qualified applicant flow.

First Name*
Last Name*
Email*
Share this article


Increase qualified applicants

Track Down More Koalafied Applicants!

5 Proven Ways to Increase Your Qualified Applicants

Click Here



Related Articles

find high quality job seekers looking for seasonal jobs
Your Guide to the Holiday Season (and Seasonal Hiring!)

Learn how to find and recruit a team of high quality seasonal hires with these 6 Steps to Hire for the Holiday Season.

Continue

take a look at your internal applicant pool to find your new hire
Hiring from the Inside: A Second Look at Your Internal Applicant Pool

Be proactive with your internal applicant pool. It will result in not only having more applicants, but also better applicants for your jobs.

Continue

working moms are a valuable source for top employees
How to Leverage Back-to-School for Hiring Working Moms

4 simple steps to draw in top candidates for your job openings through an often over looked applicant pool of working moms.

Continue




Want a tour?

Schedule a Demo

Let's get started!

FREE Trial