When you are up against a wall, you can still make the best of a tough decision. Here are 4 ways to keep your dream--and your business--alive.It can happen at any stage of the start-up life-cycle. After months or even years of success, you can just hit a wall.
Have you ever spent weeks talking with a candidate only to have them back out at the end of the interview process? Or maybe you’ve found it impossible to get great candidates in front of a hiring manager. If you’re involved in the complex task of hiring, you’ve probably encountered at least one of these problems.
The good news is, design thinking can help. Haven’t heard of it? Design thinking is a problem-solving approach that involves the following steps:
- Make sure you fully understand the problem.
- Consider a wide range of solutions.
- Test your solutions, adjusting them as needed.
- Implement the winning solution, then go back to step one (the problem may have changed).
So how does this apply to hiring? We reached out to three recruiters at Indeed to learn more. Here are their top four tips for solving hiring problems using design thinking:
1. Personalize your approach
When faced with a list of potential candidates (and an even longer to-do list), it can be tempting to fire off a series of templated emails. However, when using design thinking, the first step is to understand the problem. Looking at the problem of changing jobs from the candidate’s perspective, you can see that it’s deeply personal — and the way you communicate with them should match that.
Dane Browner, a recruiting manager at Indeed, describes how he learned this lesson firsthand. After talking directly with the tech talent he was trying to recruit, Browner discovered they were being bombarded daily with cookie-cutter messages from recruiters. One candidate even showed Browner his inbox: a wall of subject lines about new jobs.
To get candidates to actually open his messages, Browner realized he needed to address them as individuals. Now, not only does he write personalized subject lines and messages, he also looks past the most obvious points on candidates’ resumes to find interesting information on which to connect. For example, if the candidate has written blogs or articles, Browner reads them, then references them in the subject line and body of the message (e.g., “Read your recent open-source article”).
2. Know your user
In the design thinking framework, a key part of understanding the problem is understanding the user and finding solutions that will work for them. Companies (hopefully) wouldn’t design a product without knowing who is going to use it — and the same consideration should go into recruiting.
If you focus too much on your pitch instead of learning about the candidate, “you might miss something that will prevent you from closing the candidate at the end,” technical recruiter Keri Garrison says.
Some recruiters get so excited to talk about their job opportunity that they overlook what the candidate wants. Instead, treat them as your “user,” trying to understand their needs and how your job might be the solution. According to Garrison, listening carefully to a candidate from the start is one of the most important factors in hiring.
For example, if you’re talking to a candidate in Tennessee who isn’t interested in moving, the…