HOW TO ATTRACT YOUR COMPANY’S IDEAL CANDIDATE
Anne Laguzza, The Works Consulting, CALSAGA Network Partner
The job market continues to be in favor of job seekers with many security companies citing frustrations over attracting qualified candidates.
A common problem we hear is that security companies will receive a lot of resumes but few are qualified for the role.
If this is happening to you, it is time to review your hiring process from start to finish and find the gaps in your process:
- Job Postings
Well-written and well-placed job postings are the key to attracting the right candidates from the start. If you’re receiving lots of resumes but none are qualified for your open position, it’s time to assess. Ensure your job posting is engaging and well-written. Job postings are excellent marketing for your company. To attract top talent, don’t just list off job responsibilities, instead highlight what makes your company different and why people like working there. Applicants are looking for work places that they will enjoy – be sure to include information that will make them want to apply. There are many job posting sites available online, but not all will help you connect with the right candidates. Make sure that you’re utilizing recruiting websites that list similar security jobs in your area. You want to be well-positioned where your future employees are looking for jobs.
2. Interview Process
An interviewing process is like baking. You must follow a specific recipe to ensure repeated results. Decide who should be involved in your interview process and why. What are the questions that will be asked to provide you with the most valuable information? Use behavioral interview questions to understand what the applicant’s past experience is that best relates to your open position. Be consistent. Every time you change the “recipe” you run the risk of uncertainty in the outcome. Hiring is one of the most important things you will do as a leader – treat it with the care and attention it deserves.
3. Selection Process
To ensure you’re hiring your company’s ideal candidate every time, you must have a clear understanding of the type of candidate that would work well within your company’s culture. You might find a candidate likable, but are they a good match for the position? We all have great friends that we wouldn’t recommend for a job (I know I do!). They are very likable socially, but in terms of reliability – not so much. If you don’t carefully review each candidate’s opportunity areas before hiring to ensure that you have the time and ability to train them, you’ll find yourself recruiting for that same position again very soon. Compare the applicants to a list of qualifications and not to each other to make the best selection for your company.
Through a thorough review of the hiring processes and training to everyone involved in the hiring process, you can attract and hire more qualified candidates. This will keep your clients happy, improve morale and decrease performance issues down the road.
Need help improving your hiring process? Contact The Works Consulting by email solutions@theworksconsulting.com or by phone 562.597.4932.
Anne Laguzza is the CEO of The Works Consulting. As a seasoned business executive with human resources management, leadership development, and performance coaching experience, Anne works with clients from a variety of industries to develop better systems, maximize employee productivity, and enable management to focus on business growth.
Prior to founding The Works Consulting in 2001, Anne served as the Regional Human Resources Director for a Fortune 500 distribution company where she led a merger transition team and was responsible for strategic planning, implementing new policies and procedures, workforce restructuring, compensation structures, and integrating the work cultures for over 600 employees.
In addition, Anne was formerly the Human Resources and Training Director for a start-up entertainment company where she organized and implemented a company-wide change management program that involved new company direction and strategic planning. Prior to her work in the entertainment industry, Anne served as the Regional Training Manager for a nationwide retailer where she developed and launched a multi-state training program for human resources managers as part of a corporate expansion project.
Anne earned her Master of Arts degree in Organizational Management from Antioch University, and holds a Bachelor of Arts degree in Psychology from the University of California, Riverside. She is an active member of the Society of Human Resources Management, and is a board member for Harbor Interfaith Services and an advisory board member for Arthritis National Research Foundation. Anne has taught human resources and management courses at Long Beach City College and California State University, Dominguez Hills, and volunteers at non-profit organizations teaching interviewing skills to adults seeking re-entry into the workforce.
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