After four rounds of interviews, exchanged emails, and the OK from HR, you’re ready to make the hire. You send over the job offer and wait for them to accept. But instead, you get a polite rejection; ‘Thanks, but no thanks.’
Where did it fall apart? Were there warning signs? In many industries, competition for talent is tight and candidates have more opportunities than ever. It’s easy to blame a better last-minute opportunity or a fickle personality –but what if the reason they didn’t take the job was because of your hiring process?
The competition worked faster. You may have gotten the offer letter out first, but did you create a sense of urgency with your new hire? Did you schedule interviews quickly, avoiding lag time where the candidate might question how enthusiastic you are about them? If there was no way to shorten the process, did you ensure that the applicant knew next steps and provide timeline expectations? Chances are, if they are as good as you think they are, other companies will feel the same way and act quickly.
Compensation & benefits were unclear.Compensation and benefits are a sensitive subject, but at some point in the process, applicants must weigh factors beyond the base salary. Being upfront about benefits might save you and the candidate from any confusion when the offer rolls around. While your benefits may be comprehensive, if, the cost of your health insurance premium is significantly more expensive than what they are currently paying – the salary increase, or ancillary benefits may not matter in the long run.
You didn’t showcase your working environment. If your candidates are whisked from reception to a conference room and back again, they can only imagine what they will encounter as an employee. From décor to seating arrangements, more than one-third of their day will be spent with co-workers in that space. Showcasing the day-to-day, allowing them to take in the buzz, and get the lay of the land goes a long way in getting them to imagine themselves physically and mentally in the space.
Your offer is one-size fits all. Sometimes, bureaucracy gets in the way. There are strict salary caps or non-negotiable vacation policies. But a little creativity and flexibility go a long way. Decipher their motivations and offer solutions or benefits that seal the deal. Flexible hours, work-from-home opportunities, or extended lunches to get in a gym session can tip the scale in your favor.
They took a deep dive into your company culture. Entertaining multiple interviews or offers affords candidates the ability to take a closer look at your company – online and offline. As they move forward in the interview process, reviews and feedback on Yelp, Glassdoor, or social media influence final acceptance decisions.
They feel rushed. You can’t wait around forever – but you can give candidates a few days to mull over an offer. It’s unfair to make a candidate run the interview gauntlet for weeks or months; only to pressure them to accept the offer immediately.
If you are looking to streamline your hiring process, please contact Talener for advice and guidance about creating a more candidate-friendly, efficient system.
As a New York City based employer, or an employer that conducts interviews and hires employees in New York, you are subject to the compensation history inquiry ban that goes into effect on October 31, 2017.
This law aims to end the wage gap that leads to perpetual underpayment throughout the lifetime of an individual’s professional career. But other than avoiding asking candidates about their salary, what do you really need to do in order to protect yourself and your business?
Talener has taken steps in order to ensure that we go above and beyond the law (and beyond our NYC office), embracing its true intent – closing the wage gap.
While every employer will choose different steps towards complying with the new law, there are several ways in which your organization can address the law head-on, mitigating the risk of non-compliance.
Removing compensation questions from all application documents. This includes questions about bonus, equity, retirement benefits, etc.
Refraining from asking candidates for pay stubs, W2s, or any other document that would indicate their compensation
Not seeking out compensation information via public search, background checks, or candidate-supplied references
Creating marketing / informational materials about the law that are easily accessible to candidates
Implementing internal procedures that indicate how an employee should document a candidate’s compensation if it has been voluntarily disclosed
Ensuring that any compensation documentation has been logged electronically and include a time and / or date stamp
Training and re-training all levels of staff; including senior-managers and executives
Requiring junior staff to have a senior-level employee with them during the interview or negotiation process
Openly asking candidates not to share their compensation history with you or your staff
Openly informing candidates that you will not be documenting, sharing, or using any disclosed compensation history in any way
Requiring candidates to sign a disclosure agreement about how you can use their volunteered information
Ultimately, these steps help to safeguard your organization and can help to make the difference if a complaint is filed. Penalties vary for offenses, but can be severe if the NYC Commission on Human Rights determines that the non-compliance was malicious or was due to neglect on the company’s part. This law is the first of many that are cropping up around the country. Similar laws go into effect next year in California, Massachusetts, and Oregon.
If you have an questions about the steps that Talener has taken to prepare for the law, please feel free to reach out to email@example.com.
When you’ve graduated from a two- man operation in a garage office, but haven’t quite signed a lease for a Silicon Valley address- where does that leave you? As a startup, scaling out your business comes with challenges at every level of your business. This includes your hiring process. Knowing the roles needed, your story, and having a defined process will allow for streamlined movement forward in your company’s path to success.
Tell Your Story Well
You might be the one on the interviewer’s side of the desk, but that doesn’t mean that you aren’t also being interviewed. As a startup or small operation, you must be able to sell yourself in a way that instills confidence in your future employees. Are they going to get paid? What has been done with that Series A funding? What about the product or service itself? Can it revolutionize the crowded startup space?
Know your story. Know it well. If you can’t get buy-in from candidates in the interview process, reconsider how you tell it. Make sure it can be understood by everyone. This means breaking down the story for tech candidates, account executives and everyone in between. At the end of the day, if your candidates don’t buy-in early, they may decide that your startup isn’t right for them.
Have Well-Defined Roles
If you aren’t clear about the exact roles that you need, wait to interview. The interview process should be streamlined; and part of streamlining the process is understanding what roles you need specifically. Often, we see clients who spend two to three weeks interviewing before realizing that they need another skill set. This leads to missed opportunities on potential fits.
Streamline the Process
Is your process clear, concise, and timely? Be mindful about keeping pace with the market. On average, most of the top candidates that we (recruiters) work with come on and off the market with 10 days. Having the right interview process in place that takes human capital movement into account is necessary.
Qualify, Don’t Disqualify.
Don’t look for reasons to not interview someone. For first round interviews, interview everyone who might be a fit. Yes, there will certainly be things missing on a resume that might disqualify them from being hired, but don’t let those reasons hinder the first round interview process.
Above all, be true to your startup, your vision, and goals. Organized and streamlined hiring practices will give you the right talent at the right time, allowing you to focus on other areas of the business that need to grow and develop. Sell your story and let your future employees sell your story. Have questions about the hiring process or scaling out your own startup? Get in touch with Justin, our Regional VP of Sales, today.
It’s been a year since we opened our Chicago office and the city’s tech scene continues to boom! Some recent highlights and news from the tech scene out of the Windy City:
The Move to Merchandise Mart: Originally opened as a wholesale showroom space in the 1930s, this sprawling building (which has its own zip code!) has expanded and evolved drastically over the years. Today, the unique floor plan is providing an attractive option for tech companies that embrace open layouts and collaborative environments. Some of the space’s upcoming tenants will include popular online review service Yelp and credit card payment softwareBraintree. They’ll join a number of tech companies, including 1871, a community center and digital startup coworking space, that has already made the Merch home.
From One Coworking Space to Another: Coworking options in the Windy City are also expanding, as seen with the recent announcement of Matter, a space specifically targeted for technology startups in the medical device and biopharma industries. The space, which has the backing of Chicago Mayor Rahm Emanuel’s ChicagoNEXT technology and innovation council, is currently accepting applications for new tenants.