3 Hiring Practices That Disqualify Top Talent
by Taryn Barnes
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.
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.
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 This will prove to candidates that your organization is not outdated or ineffective, and will therefore be more likely to complete an application.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.
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