When looking to hire a digital professional, there a number of practices that recruiters employ that damage their chances of getting suitable candidates.
Here are seven of which, you should un-follow from your hiring process:
1) Thou Shalt Not Demand Instant Profiles
Digital experts are not the starving artists and musicians of old. Most of them have even learned the skills they possess all on their own, with nothing but an Internet connection and oodles of self-motivation. Hence, they’re not desperate for jobs; if they’re good at what they do, they know that, unless the Internet as a whole miraculously disappears, their skills will always be in demand.
Hence, if you’re truly looking for digital “experts”, you need to market the job to them and entice them to the post: A detached and monotone job offer isn’t going to excite them. And neither will they be impressed if you demand immediate profiles that have to be delivered by that very evening. Simply getting a repository of candidates won’t help in the long run: For, you won’t find the kind of digital expert you’re looking for with such an approach.
2) Thou Shalt Not Post Ridiculously Un-Informed Job Descriptions
Digital professionals are expected to know what they’re doing. So they’re definitely not going to appreciate a job offer that has a JD (Job Description) that reads like you yourself have no idea who you’re looking for barring a limited set of skills – Or worse, a job description that has clearly been copied and blindly pasted from somewhere else with no editing or proper structuring.
Just think: Would you, as a seasoned professional, be impressed by such a job description? Would you have any faith in the company that put up such an ad? Remember that jobs aren’t as dire as it was a couple of years ago anymore: Especially for digital experts, who have honed in on the most reliable job sector in this era.
So if you’re advertising for a digital job – say, for a digital coder, for instance – then you need to give clear details of not just what skills you’re looking for, but how these skills are related to the job you’re hiring for. An intelligent and informing job description will catch a good hire’s interest.
3) Thou Shalt Not Overlook The Screening Process
When considering a candidate for a post, you have to carefully evaluate whether or not that candidate will be suitable for a post. For, even if a candidate is armed to the nines with incredible skills and seems too good to be true, unless you’re sure that person can apply those skills appropriately to the job you’re hiring them for, you can’t hire them.
Screening a candidate is essential. And it won’t do to “meet” candidates at a coffee shop either. Sure, it might be permissible at the final stage of hiring, especially for a collaborative project. But if you avoid the screening process, you’re likely to end up with more cups of coffee than suitable candidates.
4) Thou Shalt Not Hire Candidates Via “Overall” Assessments
Overall assessments are fine during the initial stages of choosing bulk candidates. But after that, you have to thoroughly assess your candidates with in-depth questions and (sometimes) even tasks. However, if all you do is hire a candidate after a few teaser-like questions, you better be hiring that candidate for a post that offers him or her training from scratch. Because, except in very, very rare situations, that’s all your hires may be suitable for.
5) Thou Shalt Not Dismiss Freelancers
Now, there might very well be positions that you need in-house hires for. However, if you’re avoiding freelancers as recruitment candidates merely on principle, then you’re cutting yourself off from a lot of great talent and skill.
In this digital age, there are very few positions out there that can’t be managed effectively by freelancers. And, considering that practically one-third of the employable, skilled population in the U.S. constitutes freelancers, you better believe that freelancers have a lot to offer. Plus, hiring a freelancer is indirectly more inexpensive than hiring regular employees.
So honestly, great skills and less costs: Why on earth wouldn’t you consider freelance candidates!
6) Thou shalt Not Shy Away From Trials
Giving potential candidates trial tasks in order to judge their skills and suitability for the post are perfectly fine. In fact, all you have to do is simply ask. Most digital professionals will be perfectly amenable to it.
In fact, devising a trial task for them to do, might very well be necessary if you’re considering a candidate for a long-term contract or project. But why not? As long as the trial task is reasonable and does not take as long as the actual job you’re hiring for, most digital professionals welcome it. After all, probation periods are still perfectly normal for new hires, and trials are no different.
And, on the off chance that a candidate declines, there won’t be any hard feeling about the query.
7) Thou Shalt Not Limit Candidate-Searches To Recruitment Database Portals
In this age of social media empires, why would you limit yourself to simple database portals to find your candidates? Especially when you’re more likely to find skilled digital candidates on social media sites than anywhere else?
Of course, this doesn’t mean that you shouldn’t look for candidates on job sites. Of course you should! But you shouldn’t limit yourself to such databases either. The online sphere offers you practically the entire world of digital experts at your fingertips. So you should be taking full advantage of it!