Does your hiring process pass the test? In the healthcare industry, an effective hiring process can ensure you have a high-performing team who work well together and can handle working in a demanding environment. Here are three ways you can improve your hiring process right now.
The quality of job descriptions has a major effect on who applies for a position. Word choice matters. If you use certain language, you can alienate potential applicants. Studies have shown that words associated with traditional masculinity, such as “competitive” can put off female candidates. Yet, other words, such as “cooperative” and “creative” draw more female applicants. You want your description to have balance of feminine and masculine descriptors. Another way to alienate potential applicants is to include too many job responsibilities and job requirements. You will likely attract more applicants if you focus on what they will DO in the job and what your organization can offer candidates rather than on job requirements.
The best way to judge the quality of your hiring process is to go through it yourself. Hiring managers don’t always recognize that their hiring process is slow or frustrating because they haven’t thought enough about the candidate’s experience. For example, you might realize your application tracking system needs an update or your interview process has too many rounds. Candidates are less likely to fill out an application if the application is long and complicated, and they don’t want to sit through three rounds of interviews. So, it is really important to evaluate both the application process and the interview process, as well as how quickly you are getting back to candidates with feedback.
Some interviewers prefer interviews to take the shape of organic conversations. While this sounds like a good way to get to know someone, interviews without structure don’t reliably predict how successful a candidate will be in the job. Each candidate should be asked the same established questions. Standardized interviews also reduce bias by allowing you to narrow in on factors that specifically relate to job performance. You want the process to be fair. If the process is fair, you can make more reliable hiring decisions.
The best hiring practices are fair, unbiased, and efficient. You have to appeal to a diverse population and present your workplace in a favorable light. You also need to make sure your application and interview processes accurately predict performance without alienating potential candidates. The best way to accomplish these tasks is to really try to understand the candidates. You want to understand what they look for in an employer and what frustrates them. Putting yourself in the candidates’ shoes, reworking your job descriptions, and standardizing and improving your interview process will help.
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