The competition to attract and retain exceptional workers remains fierce. Very fierce. Job openings pile up and go unfilled. Employers are desperately seeking skilled candidates who will integrate well with the mission and the team. And the needs of today’s talent, particularly those in millennial generations, have taken more nuanced turns. Cultural fit, skills development and exposure to opportunities for professional growth are key considerations. For recruiters, the process of sourcing and interviewing prospects has reached new levels of complexity. What creative interview questions should you ask? How can you really judge attitude and aptitude? While labor regulations make it clear that we can’t get too personal in our inquiries, there is one bygone line of questioning we should consider reviving — asking talent about their interests outside the office.
Hiring managers rarely have the time or resources to look at each résumé closely, and they typically spend about six seconds on their initial fit/no fit decision. If you want to pass that test, you need to have some solid qualifications — and the perfect resume to highlight them.
Job hunting can be a stressful and emotional process. You’ve put a ton of time and effort into sorting through job listings, tailoring and perfecting your resume for each position, filling out application forms, and following up with hiring managers.
Building a company and environment where people want to work is much easier to do than it seems. Things as simple as making your workers feel trusted, valued, and giving them more freedoms goes a long way in keeping them happy.