Criteria Corp Blog

Turnover is a dreaded but unavoidable part of human resources.  Less than half of current employees believe that their company is skilled in retaining its top talent.  Turnover can be problematic for any business… that is, if it’s too high and impacts the best employees.  However, while lower turnover is typically considered the ideal, zero turnover should never be the goal – turnover can be healthy for your company in the right doses.

Anyone who is part of a small business knows that you often have to wear many different hats on a day-to-day basis. When it comes to hiring, you may have limited time and resources, but hiring is just one of those things you have to do to keep the business running.

Throughout the hiring process, it’s not as easy to find out if your candidates have soft skills than it is to tell if they have the required hard skills. Hard skills are acquired abilities that a candidate knows how to do based on experience – things like how to use Excel, how to code in a particular programming language, or how to do mathematical analysis or statistics. It’s pretty easy to tell if a candidate has these competencies, either through their resume, interview, or through a skills assessment.

Customer service is core to who we are as a company. We strive to deliver an exceptional level of support to all of our customers, and our amazing team of Customer Success Managers makes this all possible.

Companies are in a crunch to find the right candidates for their open positions, and one of the biggest reasons for this is that they simply aren’t getting enough applicants in the first place. Factors like the skills gap and the low unemployment rate are having an impact on just about anyone who is in the business of hiring. But these widespread trends don't change the fact that you still need to fill your open positions.

When your goal is to hire the best person for the job, you don’t want to feel constrained by a tiny applicant pool. While there’s no easy solution to a lack of applicants, here are a few things that might be preventing you from getting as many applicants as you possibly can:

In the current job market, companies are struggling to find enough qualified candidates for their open positions. According to research from Glassdoor, 76% of hiring professionals find that attracting quality applicants is their #1 challenge. The problem may be felt even more strongly by small businesses, for which over half say they receive “few or no qualified applicants” for their open positions.

Interview questions feeling stale?  Looking to hire more creative talent?  Adding some inventiveness to your company’s hiring process can showcase the ingenuity and personality of your candidates in a way that cliché, expected questions cannot.  Oftentimes, the interview is one of the last steps in the hiring process, after you’ve already gathered a lot of important information on your candidates through things like resumes, pre-employment assessments, background screening, and more. The interview is an opportunity to learn more about a candidate’s qualifications and get a sense of how well they’d work on your team. Here are a few creative interview questions you can throw into the mix:   

In an ideal world, every worker wants to love what they do, or, at the very least, look forward to coming into work every day. While finding happiness at work is a personal goal that many people have, ensuring employee happiness is a goal that many companies should have as well. And not just out of the kindness of their hearts – the reality is that happy employees are also good for the bottom line.

A new year offers new opportunities to improve the hiring process for the better. Yesterday, we hosted a webinar that aimed to explore some of the biggest trends in hiring this year and to identify the most impactful ways to drive success within the context of today’s hiring landscape.

If your hiring team is part of the 73% struggling to find the right candidates, you may want to try expanding your applicant pool. One factor that may be currently preventing employers from maximizing the value of their current applicants is a tendency to favor younger workers.