By Eric Wise
This is the final post in a series on building outstanding tech teams.
Keeping a candidate engaged in your talent pipeline is a key component to the hiring process, but your ultimate goal is to maximize the acceptance of offers you make to qualified candidates. If the offer gets rejected, you have to move to the next candidate or start the pipeline over. Consider the costs associated with hiring.
The key idea around maximizing acceptance is to sell strong candidates throughout the hiring process. This means that every interviewer should be trained to sell your company, the team, and the position. Depending on the roles of your hiring team members, they should be able to describe the following points to the candidate in detail:
- The overall potential of your product/company and all key initiatives that are taking place in the near-to-mid future.
- The challenges and opportunities involved in the position you are filling, as well as why the opportunity exists.
- How the team manages their work and collaborates in decisions, priority setting, and how they handle adversity.
- How the candidate’s strengths and goals play into your needs and capabilities as a team. One of the most effective attractors is to mix the candidate’s own words into your descriptions.
Early on in the process, be sure to ask the candidate for the top three things that bring them job satisfaction. If any align with your strengths as an organization, be sure to reinforce them during the hiring process. For example, if a candidate highly values the opportunity to learn and take on new projects and your company has high-quality corporate training options and team rotation policies, remind candidates about those benefits throughout the hiring process.
Move quickly. Many hiring teams tend to fall into the trap of wanting to finish the pipeline before making a decision. The point of a well-defined, predictable hiring process is that the moment the team has consensus on a candidate, it should feel confident in making the offer, regardless of how many more candidates are in the queue.
Finally, like any strong process, continuously measure and evaluate your hiring process. A well-crafted plan will leverage analytics and attempt to identify areas of weakness where candidates leave the pipeline or reject an offer. Looking at this data is critical to maximizing the efficacy of your hiring pipeline, which will ultimately save you money, time, and build a stronger team.