The Best Hiring Tips of 2019

12 must-see strategies

Every recruiter has their own unique hiring style, but your recruiting team still has to work together. Here’s how to make sure they’re sending the right message to candidates.

Write short job posts.
Clearly define the role with key tasks and performance goals.

Create a concise application process.
Reduce drop-off by eliminating repetitive steps and optimize the process for mobile.

Conversation rates increase by 365% when job applications take under five minutes 

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60% of the 1 billion monthly job searches are done on mobile

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Finding the right candidates for your open roles is one thing. Grabbing their attention is another challenge entirely. Here’s how to optimize your outreach to boost your response rates.

Keep messages short with a clear call to action.
Emails under 200 words get the highest response rates. Personalize your messages with a few details about the company or role, and outline next steps, like scheduling time to talk.

Avoid words and phrases that trigger spam filters.
Make sure your messages don’t contain red-flag phrases like “extra income,” “earn per week,” “potential earnings,” or “as seen on.” 

The interview stage is often weighed down by inefficiencies that give your team less time to get to know the candidates better. Here’s how to get the most out of every interview.

Outline your interview process online.
Boost candidates’ confidence in your company by providing details about your interview process, like where to check in and what kind of questions they’ll be asked.

Suggest meeting candidates in a casual setting
Interviewing in relaxed environments can encourage candidates to lower their guard, which helps you assess for soft skills. Pay attention to how they treat those around you.

Hiring the right people is only one half of the equation. Make sure you build a strong environment to keep productivity and morale high, and avoid the cost of replacing good people.

Build a comprehensive onboarding experience.
Create a structured onboarding plan for new hires, outlining various touchpoints and setting clear goals and expectations for each step. 

Recognize achievements, not just tenure.
Acknowledge employees for their achievements, whether it’s a handshake for a job well done or a company-wide email to thank them for going the extra mile.

69% of hires participating in a structured onboarding program tend to stay with a company for at least three years

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40% of candidates want to have a conversation with leadership during the interview processShare with my network

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Boost your productivity at every stage of the hiring process with these simple, time-saving hacks.

Chunk off time on your calendar.
Multitasking can hurt efficiency. Create a distraction-free environment by blocking off time dedicated solely to specific tasks.

Broaden your search.
Boolean strings let you filter search results based on candidate criteria that matter most to you, like specific skills. Try using the search operator “OR” to expand your talent pool.

Ex: (“Certified public accountant” OR “CPA” OR “C.P.A.”) AND “tax advisor”

Recruiting is changing, but in the next five years there will still plenty more change to come. Here’s how to help your team get ahead of the curve.

Train for key skill sets.
Build a custom training program, leverage external courses, and encourage top performers to share their knowledge.

Focus on retaining your recruiters.
Consider how to incentivize your top performers to stay, whether it’s with monetary rewards or greater opportunities to grow their careers.

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