Shifting Your Hiring Practices to Create a Great Employee Experience
Using yesterday’s hiring practices might be one of the reasons you are finding:
- The resumes aren’t flowing in
- People aren’t showing up to interviews
- Candidates take other jobs before you can even give them an offer
- People bail before probation is over
We used to have a “prove to me I should hire you” mindset. (Oh, the hours I spent waiting in my scratchy interview suit in the waiting room, “greeted” by an unsmiling panel, and grilled like I was on trial.)
Ask yourself this. Is it possible your hiring process has:
- Too many steps
- Too little engagement
- Too many barriers
- Too little recognition of busy people’s time
Make job posting appealing, the interview process welcoming, and the whole experience valuable. Make it delicious from pre-hire to retire. It’s the Age of the Employee Experience; we need to attend to the “Hire” phase of the employee experience journey.
It’s exciting to see so many HR professionals really dig into this (such as the folks at SHRM South Florida).
It truly is an opportunity to rebuild so any of the policies, steps, and people approaches that weren’t working as well as they could before the current crisis.
Saira Peesker, Globe & Mail journalist, spoke with me about how to make recognition-rich workplaces where everyone feels valued, appreciated and belongs. Check out her article here.
If you were to fast forward to this time next year, what would you like to be saying about how this attraction and retention crisis led to advancements and opportunities? (And now you know what it is, you can reverse engineer how to make this happen!)
If we can help, don’t hesitate to reach out.
Creating a great employee experience doesn’t have to be complicated. Check out these previous blogs for some delicious (and easy to implement) ideas: