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Part 1: Evaluate Your Candidate Experience

As a business owner, hiring manager or human resources staff member, evaluating a candidate’s experience is not such a straightforward process. The process is often muddied by the individual applicant’s past history, as well general inefficiencies within the hiring process itself. In fact, there are a number of steps you can take right now in order to strengthen your company’s ability and efficiency when it comes to gaining a deeper understanding of a candidate’s background.

It Begins With the Initial Job Posting

Believe it or not, the act of evaluating a candidate’s experience and aptitude for the role in question actually begins with the initial job posting. Companies that are seeking highly proactive, enthusiastic applicants, for example, should begin the posting with an attention-grabbing headline. Moreover, make sure to keep the reader’s interest through a descriptive and exciting post.

In some cases, however, it doesn’t matter how you put it. Some jobs are just boring, tedious or monotonous. While it’s certainly important to be upfront about positions involving general labor, you can still use a little bit of flair and wordplay to spice up the posting.

You may even consider hiring a professional writer to handle the process for you. Apart from producing content that is accessible and error-free, many writers are able to incorporate a number of keywords that can increase your ad’s online exposure. Such writers typically work on a per-project basis.

Examine the Actual Job Application

If your company relies on a standardized application instead of a customized resume, you might want to take some time to evaluate the documentation in question. For starters, make sure it’s not too long or overly wordy. Such characteristics will only drive away qualified applicants.

Alternatively, make sure the application is concise, straightforward and as brief as possible. Remember, the applicants’ time is just as valuable as yours. Using a little bit of brevity during the initial application process can save both parties a lot of time in the long run.

Finally, make sure that the application is asking for information that is pertinent and relevant to the industry, your company, or even the specific role. While generic applications are fine, they should at least provide insight into skills that are useful to you and your company. If not, it may be time to scrap your current application and start over from scratch.

Maintain Consistent and Timely Communication

Although this may seem like a moot or obvious point, it’s one that is often missed in the hustle and bustle of today’s workplace. However, consistent and timely communication is critical if you expect to secure top talent in your industry. If possible, construct a timeline for all communications, especially when it comes to applicants and new hires. Making them feel welcome and at home is an important step to utilizing their skills in a productive and effective manner.

Post Meaningful Job Advertisements

As you can see, there really is an art to writing and creating job postings. While anyone can slap a few words together in an attempt to promote a job, it takes some real skill, industry insight and motivation to craft a strong job description that generates the type of buzz you need in order to fill a job in today’s fast-paced market.

Work with a Leader in Industrial Staffing in North Carolina

At Mega Force, we strive to achieve a level of excellence by meeting the ever-changing needs of our clients, our associates, our staff and the communities we serve. Contact a leading staffing agency in North Carolina today to get started!


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