Marketing has a significant impact on how future candidates perceive your company as a place to work. From your marketing collateral and website to public sites like GlassDoor or GreatPlaceToWork, prospective candidates can get a clear sense of what it’s like to work for you. Is your business attractive to the best candidates?
Recruiting and Staffing personnel (your internal or 3rd party, like us) are typically the first point of contact with a future employee. How is your company represented during that first conversation? A job description is typically the first document the candidate sees. What does your job description reveal about the Hiring Manager and your company?
Human Resources is responsible for onboarding the people you want to hire. Are your documents and processes easy to follow, easy to read and utilized efficiently and effectively?
Legal provides documentation that’s vitally important to you and the candidate. Do you have the right documentation? Is it easy to understand, or does the legalese overwhelm and cause unnecessary apprehension?
Business Managers develop job requirements, interview candidates and are often involved in testing required skills. Are they asking for too much or too little in their job description? Are they effective in matching sourced candidates to the job requirements? Are their interview skills efficient, approachable and appropriately focused on selecting the best match?