Unemployment is at an all-time low, making hiring a challenging and demanding process. US unemployment is currently at 3.7%. In addition to having very few candidates to choose from, there is pressure to find talent that fits within the organizational culture. These two factors create a daunting recruiting process! There are certain steps you can take to ensure the right people, with the right skills, are being identified for your organization.
Know the Why
In order to clearly identify the right candidate for your organization, you must take the time to understand the business need for the role. Whether you are looking to fill a new role or backfill for an employee that has moved on to a new job, these key questions will help you get started:
- Where does this role fit within our organization/team objectives? How will this additional person/headcount benefit the business? Establish the narrative on how the ideal candidate will contribute to the growth of the team as well as the organization.
- What are the negative impacts to the business or our customers if we do not hire someone? Understand the role’s importance to the organization and aid in drafting a business case for the role, if needed.
Understand the Skill Gaps
Once the business needs are defined, completing a job analysis will provide a deeper understanding of the skills and traits required for the job. A job analysis is an in-depth look at the responsibilities, skills, and tasks required for the open position. This process can save time, money, and resources during the hiring process. It can also set expectations and reduce any potential misalignment with the hiring manager, ensuring the right skills and background are being identified during recruitment and selection. Organizations need to clearly define what skills are not only required but which of these skills they are going to hire for and which skills they will develop internally. Understanding how an organization will develop their talent will better inform the hiring process.
Construct an Accurate Job Description
After completing the job analysis and thoroughly understanding the required skills for the role, the output should be the job description. Constructing an accurate (and engaging!) job description is important to attract the right candidates. Along with the output from the job analysis, consider the following when developing your job description:
- Belonging: Create a narrative about what a candidate can expect from the culture, what makes the organization unique, and why they should want to work there.
- Growth: Explain the personal growth a candidate would experience in the role or how the position will contribute to the organization’s success and why the job is an integral part of the organization.
Understanding the why, determining the skill gap, and writing engaging job descriptions are foundational in beginning the recruitment process. The next few articles will continue to discuss how to identify the right talent for your organization by diving into suggestions on the employer brand, recruitment process, and the candidate experience. Stay tuned!
Contact us with any questions you may have about conducting a job analysis or to help kick-start your recruitment process!