Hot Hiring Hint from Mel Kleiman: Two Key Questions
Every interview you conduct is an opportunity to not only learn about the applicant, but to do some important market research work as well.
The answers to the following two questions are key to designing an effective employee recruiting program:
1. How did you hear about this position? Keeping track of where applicants come from (newspaper ads, “Now Hiring” signage, billboards, etc.) is one way to decide where your recruiting budget is best spent. But it can be much more effective and predictive if you break the data down further. Look at only the people who are actually hired and those who became your best employees.
For example, let’s say most of your applicants are walk-ins and you hire most of your new employees from this source. But what if most of those people last less than 90 days? If so, walk-ins may be your most costly source of employees. On the other hand, let’s say you find that most of your very best, long-term people were referred by other employees. Wouldn’t your budget be better spent beefing up the referral program?
2. Why do you think you would like working here? Again, look at the answers for only the people you actually hire.
One of my clients found that the number one attraction mentioned by those they hired was that they lived within five miles of the plant. This helped them hone in on recruiting people who live nearby. In another scenario, if most of your new hires tell you they were attracted by the company’s flex hours policy, feature it in your recruiting ads.
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