19 Recruiting Strategies to Make Hiring Your Top Growth Hack. Part 2

8. Use Data to Optimize Your Hiring Time

When I talked to the experts about recruiting strategy, another issue that came up over and over again was timing.

Hire too slow, and you’ll be bringing on employees to help mitigate disasters. Hire too quickly, and won’t get the best people.

Bitable CEO hires in anticipation of growth, rather than in reaction to it

To help you gauge if you’re getting the timing right, you’ll want to start measuring your time to hire. From deciding you need a new employee to actually bringing them onboard, how long does it take?

Knowing this will help your company determine how much lead time you need for recruiting.

The average time to hire is at 27 days (an all-time high) but will vary regionally and by job. Measure your own time to hire so you can get the timing right.

James MacGregor
Co-Founder & CEO Biteable
“Hiring too slowly. To date we’ve only hired people when it’s become critical already. One piece of advice I received recently was just assume everything is going to go to plan and hire early for that expansion. Time will tell if that’s good advice but we’ve changed our mind set and are now hiring for growth rather than hiring to fight fires.”

Of course, you don’t want to rush into hiring either. In the corporate world, the cost of a bad hire is $840,000, based on a second-level manager earning $62k per year. Most startups can’t lose this kind of money, which is why a bad hire could cost you everything.

Getting the timing right means giving yourself the time to find a good hire, not just someone to fill an empty seat.

Andrew Warner, founder of #1 startup podcast Mixergy, talks about how we need to resist desperation and stay calm to get the best hires.

Andrew Warner
Founder of the #1 rated startup podcast, Mixergy.
“The biggest hiring mistake that I’ve made repeatedly is being too desperate. Desperation takes on many forms. Sometimes we think that the person in front of us is the greatest person ever. And we don’t establish the right relationship with them from the beginning because we’re just too eager to hire them.
Sometimes desperation makes us hire somebody even though we don’t think they’re the right person, but we feel we HAVE to fill the position right away. Regardless of how it shows up we can’t let desperation creep into the hiring process.”

While startups and smaller businesses tend to be quick and nimble, they may want to think twice before establishing a hiring process that’s as fast as the rest of their business.

HR professional Tim Sackett explains why startups need to be patient with hiring, even when they’re moving at light speed with everything else.

Tim Sackett
HR Pro
“One of the biggest mistakes startups make in hiring is that they tend to hire too fast! Things move pretty fast in a startup environment so it’s natural for them to hire fast as well, but this usually is where their problems begin to happen.
It’s so tough to have patience in this type of environment but it’s critical to the success of what you’re trying to do. In big organizations, you can miss on some hires and no one will really notice. In a startup environment, if you miss on one hire, it sticks out in a big way!”

Ok, so timing is important, but how do you know who the good hires are? And how do you measure their performance once they’re on board?

Serial entrepreneur, Mitchell Harper offers a practical approach to hiring that will help you understand it from the inside out. Literally.

Mitchell Harper
Serial entrepreneur and founder of Startup Growth Blueprint
“The biggest mistake I see is startups not knowing enough about the job they’re hiring for.
When we built BigCommerce, my co-founder and I found there was one truly great way to hire the right person every time. We had to do the job first. One of us would literally do the job for 1–3 months. Then we knew exactly what the metrics and goals for the position would be, so that when we hired a specialist we knew what success looked like how to measure it, and also how to recognize when things were going off track.”

Does having a co-founder do every job sound like a tall order? Try making a bad hire and fixing the damage caused by it. You may change your mind.

9. How Your Strategy Can Attract the Best Cultural Fits

Great companies are honest about their culture.

Check out Infusionsoft’s careers page. Right near the middle, it says, “A word of warning: Infusionsoft isn’t for everyone.” Or Bonobos (super awesome) career page that lets you know, “Working here is very challenging.”

They don’t want everyone to apply for their jobs, and you don’t either. Who wants to pick through a mountain of resumes full of people that aren’t going to work out?

When you’re promoting your employer brand, whether it’s on your career page, social media or at an event, be honest and convey real information about daily life at the company. Most people don’t want to work for companies where they don’t think they’ll fit in.

If you put out accurate information to help people decide if they’re a good fit, you won’t waste time interviewing or hiring the wrong people.

As Eric T. Tung points out, part of hiring the best has to be considering the best cultural fit.

Eric T. Tung
Social Media Trainer, Speaker, Consultant.
“The biggest mistake startups make when recruiting is that they often don’t consider the candidate’s cultural fit into the organization. Especially in today’s startup norm fast-paced hiring, skills seem to be the only measuring stick of an employee, but an employee who doesn’t fit into the company from a culture, ethics, even energy perspective will drag down not only their team, but possibly an entire department.
That individual may be the best mobile app developer in the state, but if he can’t take direction, is abusive towards teammates, or is an HR report waiting to happen, it may be advisable to settle for the second-best mobile app developer. In the end, they will contribute to a better, happier workplace. Happy recruiting.”

We heard this more than once — hiring the best doesn’t just mean the person that is most technically proficient. It also means the person who will provide the best fit for your team.

Miles Burke
“The biggest mistake is hiring purely on technical talent, rather than personality. Personality, especially in a small team, is vitally important to the culture and mood of your startup — hire a technically brilliant but socially devoid person, and you’ll have trouble keeping a cohesive team, all focussed on the same mission.”

Again and again, cultural fit came up when we talked to entrepreneurs and business leaders. Have a look at what SkyBell founder Andrew Thomas says below.

Andrew Thomas
Co-Founder & CRO of SkyBell Video Doorbell.
“Ignoring cultural fit. Achieving a cohesive culture that is built on a clear and shared mission is integral to your success. Evaluate candidates based on their cultural fit as much as their skills and experience.
Each hire should exhibit the company values and congruence with your mission. Hiring someone who does not fit the culture will result in toxicity that holds everyone back.”

10. Recruit Passive Candidates On Social Media

Do you know where the biggest untapped source of potential candidates is?

It’s in the 75 percent of people who aren’t even looking for a new job but would consider an offer if it came their way. These people won’t see the job ad you post to your favorite job board, nor will they visit your company career page.

So how do you reach them?

Try recruiting with social media. The best passive talent may not be checking out job boards, but they probably have accounts on Twitter, Facebook and other social media.

If you’re just getting started, you may want to try newer social media platforms such as Snapchat and Periscope

These up-and-coming social networks aren’t as saturated, and are especially good for startups that want to reach a younger, tech-savvy audience.

11. Target Niche and Broad Job Boards

Job boards should be part of most recruitment strategies. They help you get the word out to numbers of people probably not possible to reach before the internet.

Be sure to look for niche job boards, the boards that focus directly on the type of jobs you’re hiring for. There’s a job board for just about every little niche you can think of. Seriously.

Not all job seekers go right to the niche job boards, so you’ll want a presence on the bigger, broader job search sites, such as CareerBuilder.

12. Address Prospect Pain Points In Your Job Ad

Want to be sure your job posts stick out?

You need to create job posts that get into your candidate’s head and talk about the specific things that make your job better than the one they already have.

Margaret Buj

Interview Coach & Head of Recruitment at Yieldify.

“If the candidate has negative experience of the recruitment process, this is bad for the company’s reputation, especially with reviews on Glassdoor that prospective candidates often read.

It is also important to operate fast — good candidates don’t stay on the market forever and there are no excuses for waiting a month before the first and second interview.”

For example, if you keep seeing complaints about companies in a particular space being too corporate and disconnected from staff, and you happen to be a tightly-knit start up, you may want to emphasize that in your job ad.

Social recruiting expert Jim Stroud offers up more useful advice below for taking your job posts from boring to awesome. Pay attention to this one, it’s an easy and inexpensive win in the recruiting world.

Jim Stroud

Social Recruiting and Job search strategy.

“I think the single biggest hiring mistake startups make when recruiting is not treating their job descriptions like marketing pieces. More often than not, you remove the company name and location and I would wager that the job description the startup is using is the same as any other company seeking talent with the same job title. As a result, the startup is not noticed because they look like everyone else.
Rather than doing what everyone else is doing, startups should do something different by making their job descriptions remarkable. Instead of text, why not use infographics on your website? When posting to job boards, use a short tweet style description of what you want then, link to a video (or audio message) where you can capture the imagination of the job seeker. Moreover, look beyond the same talent pools everyone else does.
For example, Snapchat has 150 million daily active users. Would someone out of those 150 million be a fit for your needs? (Not knowing how to recruit on Snapchat is not an excuse.) Since millennials are the largest generation is the US workforce, why not leverage trends popular with that demographic to get their attention?
The way you present your jobs to the public can also have more then the desired effect. Not only could it help you source the talent you want, but it also promotes your company as innovative and could garner media attention.
Think about it! Free publicity about your company, the attention of hard to find passive talent as well as incoming traffic from active jobseekers; there is a lot riding on your job description.
Don’t mess it up by being bland. Everybody else does that.”

13. Make Video A Key Part Of Your Hiring Process

According to some estimates, video content will make up 80 percent of internet traffic in a few years.

Which means video needs to become part of your recruiting strategy. Here are a couple ways you can get video to start working for you.

1. Create a company culture video. Most of us carry the tools we need to create a short video about company culture in our pockets — our phones.

Start by recording a short video interviewing a few current employees about what makes working at your company great. Not your thing? Try putting together a video with clips from Biteable.

2. Accept video applications and interviews. More and more employers are using video applications as a way to pre-screen candidates. Video applications allow you to quickly get to know a little more about a candidate before you move into the more intensive interview phase of the process.

3. Save time and money with video interviews. Skype and Google Hangouts let you communicate in real time with video, saving your startup the expense of flying candidates out, and candidates the time of traveling. Some companies have saved as much as $475,000 and 220 trips.

The part 3 of this article is coming later this week on Friday. Subscribe to our Facebook page to not miss it.

Publishing remains summary of the article. Read original at: upflow.co