Filter out Poor Job Candidates, Next 10 Years in Health Tech, Culture of Appreciation
Business
Filtering Out Poor Job Candidates
Over the past couple of weeks we have focused on creating and attracting great people to your “employer brand.” As a quick review, this means having a clear brand based on your organization’s Purpose, Vision and Core Values.
A great career page focused on displaying your employer brand will be your best resource as you work to attract great talent. But, you will also be using more conventional advertisements to attract A players to your workplace.
Too many applicants for an open position is a great problem to have! But, I recognize how much work it is to filter through those resumes. Today, I want to share with you three ways to help potential applicants rule themselves out of your recruitment process. Think of how much time you will save when applicants can determine for themselves that the job or your culture will be bad fit. That person could have made it through multiple rounds of interviews, assessments and tests. All of those things cost a ton of money and time.
So, here are three must do’s to help potential hires rule themselves out before even applying:
Dig Deep on Culture
The image below is a great example of an ad for a Leadership Team Member at Chick-fil-A in Easely, SC. Click on the image or the link to see the actual ad on Snagajob.
Check out the great detail that Chick-fil-A included about their culture and the characteristics required for a great team member. I love how the character trait “Cheerful” is mentioned at least twice. People who are not cheerful are generally repulsed by cheerful people. That is the idea behind culture. It attracts the right people and repels the rest. Save yourself some time by making sure that your culture is clearly defined and presented to potential candidates.
List the Nitty Gritty
If your budget for the position cannot exceed $50,000, do you really want great people applying who need $90,000 to live? Heck no! Those people will make it all the way through your hiring process before you have the hard salary conversation. Think about how much time that wastes!
What about travel requirements and required technical skills? Make sure these requirements are boldly displayed and let the candidate know that their ability to meet these requirements should be clearly stated on their application or resume.
Ask Filtering Questions
Ask questions like:
- Why would you like to work for our organization?
- Why are you be the perfect candidate for this position?
- How will our company be better one year from now because we hired you?
You can make some questions job or culture specific. Some firms ask for a video of the candidate stating why they should be hired.
The key is you need to start building walls around the position to keep the wrong or the unmotivated applicants out.
It will save you time, money and strengthen your culture by allowing fewer bad hires into your organization.
Health
Medicine Will Advance More in the Next 10 Years than in the Last 100
Fascinating article from Vivek Wadhwa. A few tidbits below, go here for the full article:
- The digital money and talent are pouring into healthcare. $3B from Zuckerberg’s, Google contact lenses for glucose monitoring, etc.
- Genome sequencing cost $3B in 2001, $1,000 today. Could be less than a blood test by 2022.
- Microbiomes (bacteria inside us) are the next frontier. Study on how sharing stomach bacteria curtailed Crohn’s.
- Scary, CRISPR technology that allows scientists to actually alter our DNA.
Life, Fun, Whatever!
10 Principles for a Culture of Appreciation
Great insights from the co-founder of YUM!Brands. Here are my favorites. Check them all out here.
- Care about people first, results second. What are their goals? How are you helping them achieve them?
- Listen – It takes time, but is the only way to show people you care.
- Reward results you want to keep happening!
- Giving recognition is a privilege, not something on your to do list.
- Say Thank You every chance you get.
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