To recruit the best people for your company, you will need to use a bit of creativity and collaboration with the team. These days, technology can really help to get your job description seen by the right people and build a level of excitement about the position in the open market enabling you to hire your dream team.
8 Tips for Recruiting the Very Best Candidates
In this article, we give our top ten tips to help you inspire and attract excellent candidates for your role:
Make Your Website Speak for You
Your website acts as the shop window for your business. It should show potential candidates your vision, mission, values, and goals. This will help potential employees to see whether they resonate with your ethos and the culture of your business.
The modern trend in HR is having an active employment section will let any interested parties know what positions you have available and how they can get in touch with the company. This will capture people who are on your website because they feel a connection with your company.
The best candidates will be attracted to your organization when you make the time to skilfully develop your candidate experience. This shows them that you value people even before they join the team.
This sends an extraordinary message, not just your candidates, but also new and existing employees that they are important.
Collaborate in the Hiring Process
This is one of the biggest impact tips on our list! Collaborative hiring is vital for lots of reasons. The first one is that collaboration ensures that there is not just one stakeholder involved in the hiring process.
Every employee that joins your company is going to have an impact on the work of the team around them. Whilst you don’t need to sign every new hire off with the whole team, it is important to keep them involved, listen to their thoughts about the candidates and try to consider them when making final decisions. Existing employees are in a great position to give you insights about the role and the suitability of the people applying for it.
Inaccurate job descriptions will put you at a disadvantage from the very start. If you aren’t being honest about the role, then you will invite the wrong people to apply and this will give you a pool of candidates that aren’t suitable to choose from.
“Another factor to consider when attracting the best candidates is the level of the questions that you are asking”, says Jennifer Trevor, a recruiter at Writinity and Researchpapersuk. “The questions needed will be very specific to your organization, which is why it is so vital to pay attention to. A standard list of questions for one company might be completely unsuitable for another.”
Be Flexible with Remote Working
New technologies and recent communication advances have made it more effective and simple to work remotely and manage teams for afar. Many big corporations have been able to successfully run remote recruitment and a remote work structure with their teams.
Whilst some teams can manage to work 100% remotely, that doesn’t mean that it will always work or that you have to implement a fully remote structure in your company. Having the option for remote working will just help you to attract those candidates that need that flexibility.
Set Realistic Timelines
It can take a while to recruit the right person for the job and often it takes longer than expected. Trying to extend timelines once they have been agreed can bring challenges and frustrations for your recruitment team and candidates. Instead, try to set realistic timelines with buffers for delays.
Many interviewers like to base their hiring decisions on their instincts or intuition about the individual. The only problem with this is that gut reactions can be inaccurate.
“It is almost impossible to stay completely objective during the interview and decision-making process,” says Jack Quentin, a writer at Draft beyond and Last minute writing. “By using an interview rubric or scorecard, you can make sure that the logical, objective factors are taken into account as well.”
Consider Previous Candidates
You may not think of speaking with candidates that have been rejected before, but just because they weren’t a fit for that job, doesn’t mean that might not suit the new role, or a different team or department within the company.
Ashlee Jones works as a Senior Recruiting Manager for both Lucky Assignments and Gum essays. In her role, she supports candidates in preparing their applications for interviews and employment. She loves to write about human resources, especially articles about hiring processes and decision-making.