While some people may believe hiring is as simple as advertising an open position, then sitting back to receive applications from potential candidates, do a few interviews and hire the individual you like best, it isn’t always quite so cut and dry. Numerous obstacles can arise. If your company is looking to bring on one or more high-quality employees, make yourself aware of the key aspects of the hiring process if you wish to have any success.

Figuring Out Exactly What You Want Can Help You Overcome Many Obstacles

Before you begin recruiting, you will need to figure out exactly what you want. This means you will not only need to know the name of the position you want to fill, but what type of person would be an ideal fit for your team. You’ll have to determine this individual’s responsibilities, his or her role in the company, what skills and education are required, how much you are willing to pay, what benefits you can offer, what the hours will be and more.

One other aspect of hiring some employers might not think about is compromise. You may need to be flexible if you really want to entice a skilled candidate into becoming a valuable member of the team. Are you willing to adjust your initial offer? Are you able to adjust schedules or make compromises? Which requests are you willing to give in to and what conditions will you stand firm? Remember, you aren’t the only company hiring. This is particularly true in the dental and allied health care industries. So, while you need to be competitive, you also need to know what you can and cannot afford to offer.

The Preparation Aspect Is as Important as The Recruiting

Employers who begin recruiting without taking the necessary preparatory steps often run into problems during the hiring process. That’s why the preparation aspect is just as important as the recruiting.

Think about it like this, would you walk into a restaurant and expect to have a meal placed in front of you without first figuring out what you wanted to eat, knowing your dietary restrictions and placing your order? No, you wouldn’t. If you did, you probably wouldn’t get what you want or you’d have to send the food back time and time again until the kitchen finally got it right. Wastes a lot of time and money doing it this way.

Only once you figure out exactly what you want and what you are willing to do to get it, can you pursue your ideal candidate. Go into the interviewing process prepared. Do the necessary research. Run the numbers. Figure out if you have any wiggle-room to make your offer more enticing. Be flexible, if necessary. Remember, most skilled candidates will have more than one company vying for them. Know what you can and can’t do to secure the quality staff you want.

Hemming and Hawing Often Results in Negative PR for Your Company

Proving you are fully prepared, you should be able to move the hiring process along without much delay. Failure to do so not only tends to result in hemming and hawing, but it can turn potentially viable candidates away and result in negative PR for your company. You don’t want to get a reputation as a company who can’t make a quick decision or who strings candidates along? You also don’t want an excellent candidate to go elsewhere for work because you couldn’t commit or make them a viable offer. Before you start recruiting, be ready to hire.

Proper Recruitment Etiquette Goes a Long Way

Proper recruitment etiquette goes a long way during the hiring process. You’d be surprised how many hiring managers or executives don’t make themselves readily available to potential job applicants, even after an interview has been scheduled. Keep in mind, an applicant’s time is just as important as your own. Once you schedule an interview, be on time and conduct the interview in a professional manner.

Avoid scheduling interviews with applicants who do not meet your recruiting needs. Scheduling an interview with someone who doesn’t possess the necessary skills for the position you have available is a waste of everyone’s time. Don’t do it.

Follow up with each candidate after the interview is done. Communication is essential during the hiring process. This is true, not only for those candidates in whom you have a genuine interest, but for those you don’t as well. Let the person know your decision, regardless of what it might be. Passing on a potential candidate is fine if you let the individual know so he or her can pursue other options.

If you like a job applicant, do what you can to move the process along. You don’t want to lose out because you took too much time making a final decision.

Don’t Forget to Emphasize What You and Your Company Have to Offer

While most recruiters may be focused on finding out what benefits a potential candidate could bring to their company, it is equally as important to emphasize what you and your company have to offer. Why should this applicant want to work for you? What makes your company special? What does your company have that others don’t?

Some job applicants might be more willing to accept an offer lower than they originally intended or make minor compromises, if they are given a positive impression of your company during the interview. For example, if you have a close-knit team, promote that. Maybe you have a large office with numerous support staff or a structured system in place where they can just slide right in and get to work. If you offer continued education opportunities, highlight that aspect. Some people like having a flexible schedule so they can have a good work-life balance. If this is something your company considers important too, say so. Don’t be afraid to emphasize why your company is a wonderful place to work.

Doing these actions IS the key to success in hiring. The People Link is dedicated to helping dental and allied health companies like yours fill vacant positions by connecting you with qualified healthcare applicants, to be benefit of all. To learn more about our services, visit The People Link or call Mya at 818-890-9998 for a free, no-obligation consultation.