Are your hiring efforts hitting a brick wall? Wondering why you're struggling to attract quality candidates?
Max and Mike, creators of rapid hiring, challenge you to shift your perspective in this eye-opening episode. We dive into the results of a recent state of hiring survey, highlighting some startling contradictions. Amidst the constant cries of "we can't find any good people", we pose a difficult question: Is the market really to blame, or are your hiring strategies due for an overhaul?
This episode is a call to arms for businesses to seize control of their hiring process. We bust the myth of a lack of good candidates and illuminate ways you can tweak your strategies to draw them in. It's not about pointing fingers, but taking responsibility. Listen in as we offer tactical advice on how to supercharge your recruitment process. This isn't just about filling a role - it's about investing in the success of your business.
So, are you ready to take ownership and transform your hiring game?
We love to hear your hiring experience, whether you're a hiring manager with 100s of hires, about to make your first hire, or an applicant that has a story to tell. Share your stories with Max & Mike at firstname.lastname@example.org
This podcast and the matters discussed herein are for informational purposes only and should not to be construed as advice for a particular company or person. This podcast is not intended to be a substitute for professional or legal advice.
This is the Hiring Experience the podcast that helps you break down the art and science of hiring. Hosted by Max and Mike friends, founders and creators of rapid hiring, on a mission to bring an end to the resume, bringing you tactical advice to help you attract, select and retain the best talent. This podcast and the matters discussed herein are for informational purposes only and should not be construed as advice for a particular company or person. This podcast is not intended to be a substitute for professional or legal advice.Max:
Today we're here to talk about taking ownership of your hiring and your recruitment. We recently ran a state of hiring survey that we run occasionally, and some things that really always stick out to us in this, that haven't changed yet, are around people's opinions on why and how it's difficult to fill some of their roles. One of the things we ask in almost every survey we send out is what is the most challenging aspect of the hiring process for you and your organization, and unequivocally the number one answer is always finding qualified candidates and following those. We usually ask some questions around do you adopt different technology and what things do you use in your current recruitment process, and whether or not you're about to or thinking about adopting new technologies.Mike:
Not even technology, new processes in general.Max:
And from there working our way down to do you anticipate problems with your hiring this year? And a majority will always say yes.Mike:
Why don't you run through the one example that really stood out to us there from?Max:
question one so from working our way down this as we get from people, we get what is the most difficult part of your hiring. People will say finding quality applicants, and then from there they're telling us about what technologies they use and if they're looking at adopting any new ones. Are you anticipating any difficulties in your hiring? Which is typically they say yes and then again down from there we ask people whether or not they're looking into or going to be changing anything about their hiring process, and the majority of the time the answer is no.Mike:
And that answer is no, with almost a full realization that nothing will change. But it's also a full realization that the reason that they're not willing to change anything is because it's the market's fault. Why we can't? You know the common? We can't find any good people.Max:
Right, and they're building off of the fact that they want to put it on the applicants. And it's easy to do. When we're hiring, you look at all the resumes and you look at all your applicants and you go oh well, these are all crap. None of these people even qualify for the job on my but why would they bother to apply? And then you just determine that there's nobody good out there and that's all you can do. Right, there are competitors out there that are hiring. All the time. There are going to be people out there getting jobs. Our unemployment rate is continuing to go down. At the end of the day, there are good quality people out there.Mike:
Yeah, it's crazy. How many times I'm, you know, having conversations with other business owners and I get a recurring theme of oh, how's it going? How's everything? How are you managing with your jobs? You can't find anyone good. There's no good people, there's no good this, there's no good that, and it can't be true. It is impossible for that to be true, that there's no good people. How can that be? And people say it like it's unequivocal truth, right?Max:
It's like it's a fact.Max:
And so what we really like to talk about with people is, at the end of the day, is whether you use new, modern tools or older ATSs or simply just collect all of your resumes in a careers at your companycom. The fact of the matter is is while new tools can make it much, much easier and can get you into that top rare class of people who get back to candidates in the same day, the reality is that hiring is hard and it is difficult, and if you do it the exact same way as everyone else, when we have a tight job market, competition or good talent is fierce. You need to adjust some things, and to do that in the first place, we need to take full ownership of the hiring process and our recruitment strategies.Mike:
I think if you ever find yourself in the position where, even if you don't say it, allow and you think to yourself there's no good people, or I can't find any good people, or whatever I think that's, at that point you need to have the realization that you've encountered something difficult and you've encountered something hard, and it's not that there isn't good people, it's that you need to find a way to adapt to that difficulty level.Max:
Right identifying the problem, whether it's just distributing your job more broadly, making your application easier, getting back to people faster than two or three weeks after they apply.Mike:
Yeah, whatever it is.Max:
There's a lot of aspects of all of it but at the end of the day, until you take the responsibility to be that and not accept the easy way out of there's just no good people out there or people don't want to work, or one of the other complaints you'll probably hear if you sit around with people or talk to people who are hiring in any capacity.Mike:
This new generation doesn't want to work. That's another good one.Max:
Yeah, that's always a good one, always a great one.Mike:
It's been around for every generation.Max:
Every generation doesn't want to work From there. We just want everyone to take a minute and reflect on whether or not they're actually doing everything they can be to improve that hiring process. Because we believe and we know that if you put the effort directly into your hiring process and all of that effort you put directly into it you will get back exponentially, because the faster you are able to hire, the better you were able to hire, the better your business will be. So, whether or not you're a talent specialist or acquisition person, you are then able to hire better and you look like the hero because you are in this market of we can't find anyone good, you're finding people. If you're the manager of a team and you're now able to hire better people, your CEO is going to notice that you're the team that's growing, that's got quality people and is getting stuff done. So, at the end of the day, taking that ownership of the hiring process to actually get it done can only pay off in an exponential way and not accepting any kind of excuse that puts it on to the applicants, because at the end of the day, they're just applying for your job and whether or not you accept that is fine. You don't have to hire those people. But accepting that just because nobody good or nobody qualified or eligible applied for your role doesn't mean they're not out there. It just means we need to figure out how to find them.Mike:
We need to try harder, we need to do all these different things, and all of that really just boils down to increasing your effort and taking that ownership the max is speaking of.Max:
So, again, it's a commitment thing, it's a growth thing and you take ownership of that growth and put it, put the ball back in your court and once you've taken that ownership, it won't happen overnight, yet over time you will see a genuine increase in the quality of candidates you can attract and also the quality of the people you work with, because you will be sourcing better candidates, because you're doing it differently than what everyone else is doing, and so now you're playing and swimming in a different pond, while everyone else is fighting over the same small group of qualified applicants yeah, I think that pretty much sums that up.Speaker 1:
Thank you for listening to the Hiring Experience. We hope you enjoyed this episode and learned something new about the art and science of hiring. Don't forget to subscribe and leave a review on your favorite podcast player. This helps others discover the show. Share with a friend, colleague or anyone going through the Hiring Experience right now. Share your hiring experience with us at hiringexperiencepod at gmailcom.