Recruiting the right employee is somewhat like trying to find a life partner. You want to know the person’s behaviour, mindset, and how compatible they are. Recruitment is a whole lot more than a one or two-page resume and 15/30 minutes conversation. There are so many recruitment tips and factors to consider before choosing whom to go with and signing those contract papers.
A candidate may be capable of filling that role, but that doesn’t necessarily mean they’re the best choice. Is the person the right personality fit? Does this person truly have the attitude he/she displayed during the interview? Will this person bring something fresh to the table? The list goes on. You could hire someone who checks all the ‘skill’ boxes but gets into the organization and can’t stop getting into fights with every team member he or she encounters. It takes insight to know which ‘imperfect’ candidate to hire.
When it comes to hiring the right candidate, you need to be both thorough and open-minded. Sometimes, it may take a while to find that perfect fit. If you don’t recruit the right people, it’s costly, time-wasting, and can hold your business back. So, what can you do to ensure you hire the right candidate?
In this article, we’ll explore eight effective recruitment tips to make your recruitment process efficient and successful; enabling you to find the best possible candidates to fill open roles.
What Is a Recruitment Process & How Does it Work?
The recruitment process is the steps taken to find and hire a new employee to fill an open role in an organization. It is about finding the candidate with the best skills, experience, and personality. The process usually involves the top and/or middle-level managers, Human Resource managers, recruiters, or a combination of all stakeholders. Human resource managers typically lead this process, collaborating with relevant departments and team members to streamline recruitment.
Recruitment entails collecting and reviewing resumes, conducting job interviews, and selecting and onboarding an employee to work for the organization. A good recruitment process allows you to find qualified candidates quickly and efficiently. The process requires intentional planning and constant evaluation.
How Do You Recruit The Best Candidates: 8 Most Effective Recruitment Tips
Before you start any journey, you must know what you want to achieve. A thorough job description helps ensure that your search is streamlined and that the right candidates apply for the position. A generic post with little information is a turn-off for candidates. Meanwhile, a job posting with detailed information about the day-to-day tasks or unique challenges associated with this position at your organization sets expectations for potential candidates. This narrows your candidate list to competent people, as the applicants typically apply when they believe they have the qualifications needed to meet your expectations.
1. Be clear about the Job Description
You can also incorporate information about the team culture or environment to help identify necessary hard and soft skills. These details can help potential candidates gain a clear understanding of the role and whether they fit. NotchHR’s Recruitment feature provides custom-made and editable job descriptions per the role required.
2. Employee referrals are a gold mine
One of the best ways to hire quality candidates is through referrals from current employees or people in your network. Referrals are a good way to screen potential candidates before interviewing them. If your trusted employee recommends a previous colleague or a friend whose work experience, they know well, it gives you a level of security knowing this new applicant can do good work. When hiring a stranger, there is less certainty about a candidate’s work ethic and potential fit on the team.
One way to solicit referrals from current employees is to implement a referral bonus program. If an employee refers an applicant and that applicant turns out to be a good hire, the employee who referred the new hire can receive some sort of compensation.
3. Ask the right questions
Before the interview session, write down a few key questions for the candidate. Also, have a sheet where you can score the candidates based on key criteria. Asking those key questions will help you to save time and learn the most important things about the candidate. For instance, asking about details of specific experiences they had and how they were able to manage said situations can show you insights about the candidate. Asking about future goals and what motivates them helps you understand their mindset. While you listen to the answers, also listen to the way they answer the questions and their body language.
4. Create a Clear Employer Brand
Recruitment is a two-way street. Just as you interview candidates, the candidates are also interviewing your organization (directly or indirectly).
Money Isn’t everything. Talents know that the company they decide to work for is a very important career decision. As they invest time to research the company and impress potential employers, your business should do the same in attracting talent. Think about the mission and values of the company. Are they displayed effectively across your website and social media pages? Your candidates will most likely research your company online, it’s crucial to establish a strong digital brand that highlights why your company is a great place to work. If you have a bad image that may not be true, you’d lose out on top talents early in the interview process.
5. Offer quality employee benefits & perks
A comprehensive selection of employee benefits and perks is a good way to attract a diverse and talented applicant pool. In addition to competitive salaries and good company culture, companies that offer work-life balance and comprehensive health insurance packages appeal to a broad range of candidates. Flexible work offerings, like the ability to telecommute, have become very popular with employees since the beginning of the pandemic. About 58% of workers want a fully remote job, 39% prefer a hybrid arrangement, and only 3% want to return to fully in-person work. Being flexible with schedules and offering remote work not only appeals to today’s workforce, but it has also become nearly essential to attract and retain employees.
6. Use The Right Tech
It’s no secret that the job marketplace is competitive. You want to get your open role in front of the right candidates—and quickly. A recruitment solution will increase the number of qualified candidates you interact with during the hiring process while decreasing the time it takes to find and hire them. This help to fully automate job ad placements, taking historical and real-time data into account. When your job ad gets in front of the right eye, it becomes easier to hire the right candidate.
NotchHR is changing the landscape of how recruitment is done with the our free Recruitment feature. With it, you get to streamline your recruitment process and 10X your efficiency. Don’t miss out on this! Hire the best with NotchHR. Recruiters get to create and post job opportunities, get customized and editable job description templates for each role, and ease the onboarding process. The feature also boasts of a talent pool where recruiters get access to the best talent available.
7. Create opportunities for growth
Growth is one of the most essential parts of anyone’s career – experienced or greenhorn. Many quality candidates seek out companies where they feel they can continue their professional development. Prioritizing internal mobility can be such an important recruiting strategy. Provide opportunities for employees to develop their skills and achieve their career goals within the company.
Aside from allowing you to attract ideal candidates, searching for candidates for advanced roles within your organization can help you retain great employees as well as save time and resources. Because these employees are already familiar with the organization, they are usually able to fit into their new role much faster compared to external hires.
8. Do some background search
Let’s face it. A 1-page resume and a 30-minute conversation aren’t always enough to really know a person. A candidate could channel their inner Denzel Washington and deliver an Oscar-winning performance just for the interview. A background check on who the person is, their opinions, thought process, interests, and skills, will help you make the best decision possible. You can learn a lot about a person and as an employee from their social media activities. Also, you can do some checks with the candidate’s previous organization(s).
The people are the greatest resource of the business. With these recruitment tips, you’re on your way to finding the best possible candidates for your organization. The recruitment process may be tricky and time-consuming sometimes, but with the right strategy, it will be worth all the effort.
Good luck!
