{"id":27232,"date":"2017-12-14T11:59:12","date_gmt":"2017-12-14T19:59:12","guid":{"rendered":"http:\/\/www.enxmag.com\/twii\/?p=27232"},"modified":"2017-12-14T16:50:30","modified_gmt":"2017-12-15T00:50:30","slug":"prepare-to-hire-for-the-new-year","status":"publish","type":"post","link":"http:\/\/www.enxmag.com\/twii\/the-week-in-imaging-twii\/dealer-blogs\/2017\/12\/prepare-to-hire-for-the-new-year\/","title":{"rendered":"Prepare to Hire for the New Year"},"content":{"rendered":"

\"\"Making a list of objectives is the best way to track a successful recruiting process. Believe it or not, December is one of the best months to recruit top-level candidates. Imagine, these individuals are at home using up their last bit of PTO. They\u2019re deciding whether or not they\u2019re going to update their resume for the new year. Maybe it\u2019s time for a change in their professional life. This is your chance, as an employer, to pounce on a great new candidate! But not so fast, you\u2019ll need to prepare for the hiring process.<\/p>\n

Below you\u2019ll find our preparation guide.<\/p>\n

Proofread Your Job Descriptions<\/strong><\/p>\n

The first thing you\u2019ll need to prepare is your job description. Have at least two people read your latest job post to ensure quality and accuracy. According to Monster.com, \u201cA prime requirement is to have not just adequate job descriptions for your campaign, but excellent, detailed and well-written job descriptions that clearly define your needs, the role and the qualities of the people required. This enables you to make objective selection decisions, rather than having to continually rely on \u2018gut feelings.’ \u201d<\/p>\n

Don\u2019t be so Anti-Social Media<\/strong><\/p>\n

As a company, you\u2019ll need to prepare an online presence. A sharp website is great, but this is 2017 (almost 2018) and companies need a social media personality. Update your Company LinkedIn, add a Facebook Page, create a Business Instagram, Tweet from your corporate Twitter. These are all of the platforms that candidates are looking at when they do a quick search on your company\u2019s background. If you\u2019re missing information or you haven\u2019t posted any content in months, that affects your chances to lure in a great candidate. Don\u2019t neglect your company\u2019s Google and Indeed reviews. Those are typically the first ratings a candidate will come across when looking for feedback.<\/p>\n

The Candidate Experience<\/strong><\/p>\n

Now that we\u2019re approaching the new year, preparing for an updated hiring process can be tricky. You\u2019ll want to ask some of your top producing employees for their opinion on the current interview process. This is very important! As a hiring manager, you must remain open-minded regarding the candidate experience. I have seen an extreme uptick in the way candidates take to social media and other platforms to relate a good or bad interview processes. The key here is to provide quick feedback. It doesn\u2019t have to be detailed, but we live in a world where everything is instant, so you\u2019ll want to give candidates an expectation of when they will hear back. Good or bad, candidates will need some type of follow up within 24 hours of their first interview.<\/p>\n

Preparation for any process is key. Preparing your job descriptions, updating social media content, and reviewing your interview process are three easy and necessary steps to providing the best candidate experience.<\/p>\n

Click here<\/a> to learn more about Crawford Thomas Recruiting.<\/p>\n","protected":false},"excerpt":{"rendered":"

Making a list of objectives is the best way to track a successful recruiting process. Believe it or not, December is one of the best months to recruit top-level candidates. Imagine, these individuals are at home using up their last bit of PTO. They\u2019re deciding whether or not they\u2019re going to update their resume for the new year. Maybe it\u2019s time for a change in their professional life. This is your chance, as an employer, to pounce on a great new candidate! But not so fast, you\u2019ll need to prepare for the hiring process. Below you\u2019ll find our preparation guide. Proofread Your Job Descriptions The first thing you\u2019ll need to prepare is your job description. Have at least two people read your latest job post to ensure quality and accuracy. According to Monster.com, \u201cA prime requirement is to have not just adequate job descriptions for your campaign, but excellent, detailed and well-written job descriptions that clearly define your needs, the role and the qualities of the people required. This enables you to make objective selection decisions, rather than having to continually rely on \u2018gut feelings.’ \u201d Don\u2019t be so Anti-Social Media As a company, you\u2019ll need to prepare an online presence. A sharp website is great, but this is 2017 (almost 2018) and companies need a social media personality. Update your Company LinkedIn, add a Facebook Page, create a Business Instagram, Tweet from your corporate Twitter. These are all of the platforms that candidates are looking at when they do a quick search on your company\u2019s background. If you\u2019re missing information or you haven\u2019t posted any content in months, that affects your chances to lure in a great candidate. Don\u2019t neglect your company\u2019s Google and Indeed reviews. Those are typically the first ratings a candidate will come across when looking for feedback. The Candidate Experience Now that we\u2019re approaching the new year, preparing for an updated hiring process can be tricky. You\u2019ll want to ask some of your top producing employees for their opinion on the current interview process. This is very important! As a hiring manager, you must remain open-minded regarding the candidate experience. I have seen an extreme uptick in the way candidates take to social media and other platforms to relate a good or bad interview processes. The key here is to provide quick feedback. It doesn\u2019t have to be detailed, but we live in a world where everything is instant, so you\u2019ll want to give candidates an expectation of when they will hear back. Good or bad, candidates will need some type of follow up within 24 hours of their first interview. Preparation for any process is key. Preparing your job descriptions, updating social media content, and reviewing your interview process are three easy and necessary steps to providing the best candidate experience. Click here to learn more about Crawford Thomas Recruiting.<\/p>\n","protected":false},"author":181,"featured_media":27233,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[79,1650,82,1867,1638],"tags":[971],"_links":{"self":[{"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/27232"}],"collection":[{"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/users\/181"}],"replies":[{"embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/comments?post=27232"}],"version-history":[{"count":5,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/27232\/revisions"}],"predecessor-version":[{"id":27255,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/27232\/revisions\/27255"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media\/27233"}],"wp:attachment":[{"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media?parent=27232"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/categories?post=27232"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/tags?post=27232"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}