When do employers start to manage a new employee?

The first day they are hired?

We think – It starts the moment a company is hiring.  

You see, employers begin managing when they develop their need to find a new employee. The moment there is a need to hire a new employee, there is also a need to manage the recruitment process to hire them. 

So we begin with job descriptions, and what is expected of the currently non-existent employee.  This sets up the measurable aspects of accountability, and what your expectations are. When executed efficiently the job ad shows the employer branding and how the company would prefer to operate.

Next is the job advertisement itself – a companies requirements and expectations are laid out – and there are consequences for not adhering. As employers may reject a candidate based on the candidate not having the basic requirements that have been requested. 

So it should come as no surprise that employers need a process to manage their candidate pipeline. As the saying goes, manage the process or the process will manage you. 

“Management is, above all, a practice where art, science and craft meet.” – Henry Mintzberg OC OQ FRSC 

What are the basic components of effective candidate pipeline management?  The list below – and us – just hire us and this whole area is managed for you!  True as that may be, and all kidding aside (kind of – do employers have time for this?) here is our basic go-to list for best candidate pipeline management practices. 

1. The job description is completed/updated and understood
2. Job advertisements have instructions within it speaking to your hiring process. (ie: when phone interviews will be conducted, when to expect a response, when you expect to hire, etc)
3. The job advertisement is posted in a place where that sector of the candidate would be found (ie: Don’t hire for general labour positions on Linkedin when zip recruiter, SWOB or indeed will likely suffice)
4. Schedule, in advance, the time to daily process your candidate pipeline. Resume review, rejection emails sent, phone interview requests, etc. (this helps the process be consistent and will speed up the resume selection as it is broken into smaller chunks)
5. Schedule your time to conduct face to face interviews in advance, ensure that this is known by the time an individual gets to the phone interview stage. 
6. Schedule time after face to face interview to rate and make notes about each candidate interviewed.
7. Schedule the time to send rejection emails to candidates not selected after the job offer has been accepted. 

Having a well thought out go-to plan allows employers to showcase their efficiencies, and ultimately, their inefficiencies in management. It is their first shot at showing how they as an employer handle the process and takes on strategy. This allows companies to set the tone, from the beginning, on your management style along with presenting you with the most transparency as possible. 

A well-oiled machine needs less maintenance – but it still needs maintenance. 

If you are an employer, take a look at your recruiting methods and ask yourself: do you have carefully laid out methods and objectives? Are you truly managing the candidate coming in?

If you are a job seeker, take a look at how the company has decided to communicate to you through their job posting, and in the hiring process. If you begin to get frustrated with the lack of process this could be a prelude to what your working life would be like there. 

We at Talent Attraction and Retention Team (TART)  won’t leave you in the dark – that’s why we created our Recruitment Process Strategies online course for sale now on our website. you can find it by clicking on the training section from our drop-down menu or simply Click Here

If you are about to make your first hire, or if you have been using the same methods for years – these mini-courses were designed with you in mind. Spend 20 minutes of your time and gain knowledge that a combined 35 years of experience can grant you in areas such as optimizing your hiring processes, resume selection, interview best practices and job offer, and onboarding. 

Comments, questions, or suggestions? We’d love to hear it! Please let us know your thoughts in the comments section below!