New year’s resolutions are usually forgotten within the first month. “Eat healthy.” “Workout more.” “Become financially literate.” These are all things we say we’re going to do, but we don’t always follow through. That’s why it’s essential to set specific, achievable and realistic goals. Approximately 40% of Americans set annual goals for the new year. Consider going beyond popular personal resolutions like exercising more frequently this year. If you’re a hiring manager, consider introducing one or more of these New Year’s resolutions to your list.
Speed up your hiring process
You can have hundreds of top contenders in the pipeline, but lose them all in a matter of days. A faster hiring process will bring higher response rates because candidates will be excited that you are responding to them efficiently, which will keep them engaged. It’s important to note that candidates have less time to reconsider if the time between the interview and the offer is shortened. It also gives them less time to interview elsewhere or listen to counteroffers from their current managers. You can cut your timeline by automating tasks, using a recruitment firm, embracing flexible interviews and making your application process as simple as possible. Make it a goal to audit your hiring process throughout the entire year to ensure that it is a positive and successful experience for hiring managers and candidates alike.
Start checking references
The majority of companies USE to do reference checks. However, many companies have put that process on the back burner. It’s time to bring the reference check back. Why? You don’t want to start a relationship with someone who’s untrustworthy. A good candidate will be forthcoming about their experiences during the hiring process. Even if someone looks good on paper and they’re able to talk up their career successes – they may be leaving out key details. Check with their former employer and verify their credentials. Some people are fantastic interviewers. Selling yourself is a skill that doesn’t always reflect reality.
Find a quality search committee
Quality hiring managers will pick quality candidates. When you’re assembling a search committee, you don’t want to have too many cooks in the kitchen. Including current staff members can temporarily boost morale, but it can also cause a shift in the power dynamics of the community. Alongside this, some communities may consider putting their previous ED on the search committee. This can be helpful as they’ll have a deeper understanding of what the job actually requires. On the other hand, unintentional biases can sway the process in the wrong direction. We, obviously, are going to recommend that you use an executive recruitment firm to find your talent. Recruitment firms can leverage their talent network to pull from. All of our recruiters have a deep understanding of how their organizations operate. (P.S. If you’re looking to hire an Executive Director, contact our recruiters here. Follow our LinkedIn here.)
Be selective (and set a candidate profile)
For a single opening, you shouldn’t be bringing in dozens of applicants to interview. Even if they’re all great, you’re not going to be able to keep track of them. The more applicants you see, the easier it is to forget the notable qualities of everyone.
Pick out your top five applicants. The goal is to get the applicant through the chain. If they’re stuck at a standstill because you’re busy weighing your other options, chances are the A-players aren’t going to wait. Most people aren’t willing to wait a month for a second interview.
Adopt a people-first culture
While all leaders want to expect excellence from their employees, that doesn’t mean it should go without being noted. Not only should top executives be rewarded, but also front-line employees who best represent the organization’s values. When managers champion their top performers, it encourages the team to pick up the slack when needed. Your team is your company. Your focus should start with making sure your team is happy and engaged with their job.