Imagining a perfect employee for a certain position is not that hard, however, recognizing such a person in an interview or even attracting such a person might be much harder. Sure, standard interview questions are in that specific form for a reason but this system also has some drawbacks that no one ever warned you about. For instance, the interview format is not as adjusted for introverts as it is for extroverts and there are so many things you can miss out on unless you’re willing to adjust. In order to get the most out of your recruitment campaign, there are several practices you should adopt.
Standardizing your interviews
Asking the first interview participant one set of questions and then proceeding to ask their successor a completely different set may help you break the monotony, yet, it isn’t a particularly effective interview technique. Why? Well, simply because it depends on luck by quite a bit, seeing as how some people may find certain questions to be easier to answer. In order to get a reliable method of comparing your applicants, you need to standardize your interviews in a way that will allow you to form certain metrics. Still, you shouldn’t be too rigid about your interview structure, due to the fact that it has some drawbacks that we’re about to discuss in the next section.
Adjust to introverts
One of the greatest problems with the above-discussed interviews is that they are much more suitable for extroverts than introverts, which can leave you with a bit of a problem. Due to the fact that they aren’t as distracted by immediate rewards, introverts can be exceptional employees, yet, in a standard interview, they will always get outperformed by extroverts. Therefore, you need to find a way to help them speak up. Shyness or hesitance to answer your questions should not be deemed as negative traits. The quality of the answer, its essence, should be all that matters. Failure to do so will result in you losing out on a major (potentially lucrative) fraction of your applicants.
Facilitate your hiring process
When starting a hiring campaign, you need to keep in mind that your employees are not the only ones that are being screened. Think about it, a position in a startup, especially an entry-level one is not exactly a once-upon-a-lifetime opportunity. In fact, there is a chance that a person that you’ve just interviewed has several other interviews scheduled that same week. In other words, apart from checking whether they’re a great match for your company, you also need to persuade them that your company is a place where they have a future. By preparing an employment letter template ahead of time, you will display efficiency and professionalism, as well as minimize the chance of that person going someplace else because you’ve failed to act in time.
Adjust your experience requirement
Probably the most controversial issue in the business world is the issue of unrealistic job requirements for entry-level positions. Of course, there’s no law or rule preventing you from requiring a Ph.D. for the job of a receptionist in your company, however, is this really something that you should be doing? Asking for 7-10 years of experience in the field, for a person who’s clearly a recent college graduate is simply ridiculous. After all, it creates a vicious circle in which a person needs the experience to get a job and a job in order to acquire experience. All in all, finding a talented inexperienced hire can help you train and groom future leaders for a fraction of the price you would require to poach an expert from your competitors.
Offer something unique
Finally, a lot of startups can’t afford to pay top-talent accordingly but they can come up with something unique to offer. In the era of digital nomads and remote workers, you can present your employees with an opportunity to telecommute one day every week or simply promise them unique challenges and chances of advancement. As long as you’re willing to offer something that they won’t be able to get anywhere else, you stand to attract the crème of the job market, regardless of your company’s current status.
Keep in mind that a recruitment campaign is a two-way street, which means that you have to invest in attracting talent and recognizing those that are just right for your company. Sure, this is a daunting task but it is also something that will determine the efficiency and productivity of your company for years to come. Seeing as how you won’t be able to do it all on your own forever, this will also affect the future of your business.