How to influence their perception of you and your company
What Your Hiring Style Is Telling Candidates How to influence their perception of you and your company.
Tip 1: Craft job descriptions that hook candidates
Writing job descriptions is an art, but what’s proven to work is all science. Here are a few tips that can help shape a candidate’s perception.
Clearly define the role Communicate your culture Keep it concise List performance goals, identify key tasks, and specify what constitutes success. If you leave candidates wondering if they’ve come to the right place, they’ll move on. Pepper in cultural attributes without being self-serving. More buttoned up than playful? Maybe remove “rock star” from your vocabulary. Show who you are, rather than just telling candidates what they’ll be doing. Less is more, and because over 50% of job views on LinkedIn are on mobile devices, shorter descriptions are literally a better fit for modern candidates
Tip 2: Employ tactics that excite and engage
. Employ tactics that excite and engage
Keeping candidates engaged can be tricky, whether they’re deep into their job searches or just starting out. Here are a few tips to get you started.
Streamline applications Let them showcase their skills Respect their time Research shows that conversion rates increase by 365% when a job application takes five minutes or less to complete.5 So consider removing nice-to-have questions that aren’t required on first contact. Tap into talent already passionate about your company by building challenges tailored to job requirements. Uber, for example, issued in-app “hacker challenges” to coders. Those who passed were encouraged to apply for a role. Consider issuing your own challenges within apps or via social media channels.5 Among candidates with one-star experiences, 19% felt their time was not being respected from pre-application through onboarding.6 So be on time for calls, give a week or so before nudging again, and politely let them know that if they need a few days to respond, you understand.
Tip 3: Make applying more straightforward
Make applying more straightforward
Attract more candidates, and ensure they complete your application process, by meeting them halfway.
Establish expectations Mobilize Give status updates Outlining the steps of your interview process on your Career Page gives candidates comfort and allows them to better prepare. While not every candidate is destined for a future with you, it’s a subtle acknowledgement that your company wants them to succeed.8 Of the 1 billion job searches performed each month, 60% are done on mobile.6 Make your application process mobile friendly, so candidates with resumes pre-saved online – like on their LinkedIn profiles – can take advantage of one-click application processes. Job seekers want (and expect) to know how far along they are in the overall hiring process. If candidates apply and don’t hear back, or if you ignore their messages altogether, chances are they’ll give up and look elsewhere. Block off a set time to keep candidates in the loop.
Tip 4: Frame interviews to shape perception
Frame interviews to shape perception
So you’re bringing a potential hire in for an interview, and it’s up to you to literally speak for your organization. Few things will shape their ultimate perception more than what you say while sitting across from them. In fact, leaving candidates with a good impression is crucial even for those who don’t get the job. Because even if they’re rejected today, they might be a good fit tomorrow.
It’s about them, not you Talk responsibilities Include the potential manager Ask questions that allow the candidate to shine. Build rapport by centering the conversation around them. The goal is to solidify trust and uncover their wants, needs, and strengths. Stay genuinely curious.11 A full 70% of candidates say it’s most useful to learn about the role’s day-today responsibilities.10 The interview is an opportunity to fill in the gaps not addressed by the job description and to get them excited. Be prepared to answer their questions. A candidate’s interview with their prospective manager will have, by far, the biggest influence on how they feel about your company. In fact 53% of professionals consider it their most important interview, so be sure to schedule some meaningful face time.
Bonus: Revealing questions for in-demand roles Closing: Go forth, and find your style How to make sure your hiring style is sending the right message about your company
Employ tactics that excite and engage The top 10% of candidates are off the market within 10 days, and the average time to hire for most companies is around one month.2 In other words, time is of the essence and engagement is everything. How you interact with candidates, from first contact through final interview, is more than an opportunity to make their experience happier – it hints at how your company operates.
Make applying more straightforward Starting an application is one thing. But seeing it through to completion is another story. What causes a job seeker to bail? Sometimes it’s the realization that they aren’t as qualified as they’d thought. But more likely, they find the application process too tedious, redundant, and time-consuming. Don’t let a boring, lengthy process cause you to miss out on a great hire. Simplifying steps and injecting a little levity go a long way in shaping perceptions of your business – and keeping candidates interested.
Revealing questions for in-demand roles
With the help of LinkedIn Hiring Managers, we’ve put together revealing questions for some of today’s most in-demand jobs. Start with these sample
For sales roles
Though difficult to screen for, soft skills are central to a sales role And with the right interview questions, you can determine if a candidate is an honest, adaptable fit.
Q 1) Tell me about a time when you had to handle a tough problem that challenged fairness or ethical issues. What did you do?
Listen For: An ability to solve problems in the face of adversity, and willingness to disrupt popular opinion • Clues that they value the longevity of relationships over a short-term sale
Q2 ) Tell me about a time when the policy, price structure, or product changed at the last minute and you already had a deal in the field. How did you handle the situation?
Listen For: • An answer that reveals a candidate who can think on their feet • Signals that a candidate can keep a positive attitude even under high pressure
LAST: Go forth, and find your style
To job seekers, the hiring team’s style offers a glance into life after hire. And for your company, it’s an opportunity to differentiate yourself from competitors chasing the same talent. Hiring is an intimate process. Make candidates feel welcome, and they’ll be far more likely to see it through
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