Each organization has a unique process for hiring based on their industry and needs. However, there are some critical etiquette guidelines that all EHS hiring managers should follow when recruiting new staff.
Follow these guidelines as you go through the hiring process in order to secure the most talented EHS employees:
1. Ensure that the candidate feels welcome. Every job applicant should leave your workplace after the interview thinking that your organization is a great place to work. Even if the candidate isn’t the right fit, they should still feel positive about their interview experience with you. Make sure you give them enough time to discuss their strengths and learn more information about your company.
2. Be prepared for the interview. Just like candidates need to prepare for a job interview, as a hiring manager, you need to as well. When a candidate comes to your office for an interview and has to wait for you for a long time, or you’re not prepared with their resume in front of you and a basic knowledge of their skills and experience, it gives the candidate a bad first impression. This makes them less likely to accept an offer with your company if they are well-qualified for the job. In today’s environment of labor scarcity, you can’t afford to miss out on talented employees. Have a list of questions ready to ask the applicant based on the information you learned from their cover letter and resume, and be sure to avoid asking illegal questions.
3. Involve other employees in the interview process. The new hire will likely be working with other team members and departments. When you involve other staff members in the hiring process, it increases the changes that they will embrace the new hire and collaborate more effectively with them. Involve in the interview a few key employees that would be interacting with the new hire and take their feedback into consideration when making the hiring decision.
4. Reply to unsuccessful candidates. Many companies simply ghost job applicants who come into their workplace for an interview but are not offered the job. Take the time to send them an email letting them know that you appreciate that they took the time for the interview and that you chose to move forward with another candidate. You never know when an applicant could be a great fit for another job opportunity in your organization. If you leave them with a bad impression by ghosting them, they will likely turn down the offer.
5. Communicate your company’s core values. It’s essential for hiring managers to communicate their company’s values and mission to potential employees. This will put into perspective for candidates how they will help fulfill the business’s goals and objectives through their job role. When you help applicants feel as though they’re contributing to something larger than just their ole, it enables your company to stand out to talented workers as a great place to work.
6. Model the behavior that you would expect to see in a new hire. Hiring managers should demonstrate the behaviors they want to see in new employees. They should be knowledgeable in the job they are hiring for, as well as demonstrate strong communication skills. If they don’t, they shouldn’t be surprised if new staff members have similar poor behaviors at work.
7. Rely on a recruiting team to help the hiring process run more smoothly. Recruiters are well-versed in your industry and job market. A recruiting firm can be a valuable resource for hiring advice and revamping your hiring strategy to match the evolving job market. Consider partnering with a recruiting team to help you hire the best candidates, so you can focus on all of the other responsibilities that you have to manage.
Adapted from: 13 Essential Etiquette Tips for Today’s Hiring Managers, Forbes Human Resources Council, Forbes.