Deciding who joins your team is one of the most strategic and crucial decisions for any leader. Hiring is expensive as it commonly involves multiple people who spend time screening, interviewing, and assessing. Therefore, the first crucial step is defining what role is required to advance your org’s mission and achieve its objectives.
Most managers simply copy job ads from others or let AI create it for them, mistakenly believing that this saves them a whole lot of time. In reality this introduces confusion to the hiring process, because they haven’t thought much about who should be hired, how, and why. When candidates inevitably raise questions in the interview process these managers find themselves unprepared to answer candidate questions or inadvertently overselling opportunities.
The right way to approach the start of any hiring effort is to clearly define the job’s purpose, key duties, and what it takes to be considered. This dry description then serves as input for a compelling job ad that also illustrates the company’s culture, benefits, and compensation. It will also determine the shape of your hiring process, rubric, and interviewer selection. Analyzing your job ad to minimize bias is free and trivial and is your final step before sharing your job ad with the right audience.
When advertising open roles, most managers and HR stick to their company website, LinkedIn, and other local job portals. You can easily and freely increase your reach by sharing your job with your network on social media, online communities, or in-person events. Your key goal is to ensure a healthy flow of qualified inbound talent.
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🤔 This page could do with a great sourcing strategy primer. Contact me with the best one you know and I’ll add it after review.