Best Hiring Practices in 2022
The pandemic shifted everything, the way people are working, hiring, spending, living and so much more. But there was one more thing that may need an update…
Has your hiring process changed in the last couple of years? How about your job posting templates? Your onboarding process?
What worked for you 2 or even 1 year ago in terms of hiring, may not be what works for you now. We’re in a completely different job market this year and it’s been having a huge impact on hiring.
According to the Washington Post, in July alone, employers added 528,000 jobs…the momentum in this market has prompted historic wage increases and more leverage for jobs.
Potential employees now have multiple job offers, which makes it that much more important for you to take a pulse on your hiring practices.
1. Personalize the Candidate Experience
Chances are, the person you’re interviewing is also interviewing elsewhere so you have to make sure that your experience makes you stand out and that you’re personalizing the process for them.
TIPS:
Write clear job postings and include expectations. Include a section “What we expect you to accomplish in the first 90 days” and list 3 key priorities.
Stay in touch. Keep candidates updated on their progress throughout the recruitment process. Establish touch points at each phase.
Show gratitude. Always thank candidates for their time.
2. Optimize Your Onboarding
Outline your goals and create timelines for your onboarding process. Determine who needs to be involved and what resources and training should be included. Make your new hire feel welcome!
TIPS:
Make your onboarding process unique. Tailor your onboarding process to meet the needs of different roles. For example, is this role remote, executive level, or a contract role?
Every component of your onboarding process should reflect a core part of their responsibilities and a core component of your values, mission, and goals.
3. Review Your Benefits Program
Start by taking the time to understand your employee’s priorities by asking them what they value most in terms of benefits.
Reviewing your employee benefits program regularly is critical to managing costs, refreshing budgets and ensuring employee retention.
When was the last time you added a new benefit to your benefits program? Your state-of-the-art, onsite gym may no longer be relevant to employees that are working from home. Or how about the 2 weeks of paid time off (PTO), are your competitors offering more PTO?
It’s important to take a pulse on what has changed in the synergy between the lives of your employees and their work… what can you provide to them that in turn may help inspire them to work better, harder, or more efficiently?
4. Develop A Employee Referral Program
Now, this is not a “new” concept but a lot of people are missing out on the network of their current employees. Referrals are becoming more and more popular when it comes to hiring practices.
It’s no surprise that the best hires come from people we know and trust, but it is a surprise that people still aren’t taking advantage of this and opt out of a referral program.
Your business is growing and the world is evolving, both of these require you to take another look at your hiring process and practices. It’s ok if standard procedures change after a couple of years because at the end of the day you want to make sure you’re still attracting the best candidates for your business.
During my coaching calls, I help you break down what is still working and relevant to your business while at the same time filtering out the parts of the process that need to be refreshed or thrown out. I can’t wait to talk about all things hiring with you! Learn more about Work Well Wherever & schedule your first discovery call here.
