Unless your company is a global, well-known tech company, finding and retaining the best employees is probably one of your greatest challenges.
With social media and so many job search engines available, you wouldn’t think it would be that difficult to find the right candidates. But turnover can be costly and time-consuming.
And since hiring the right candidate can increase your company’s productivity, boost employee retention, and save you a lot of money, it’s crucial to put an efficient and accurate hiring process in place from the get-go.
In this article, we will explore different tips that will help you find the right employee for the job and manage to keep them there once they are hired.
Define the job position
Great job descriptions do more than list employee requirements and responsibilities. They tell a story about your company and offer the candidate a glimpse of the future and their role in it.
Furthermore, the job description assists you to plan your recruiting strategy for hiring the right employee in your next step.
There are tried and tested rules for writing a job description that attracts the best employees, which we have covered in past articles.
Make a recruiting strategy
With the job description in hand, set up a recruiting planning meeting that involves the key employees who are hiring the new employee.
A good recruiter remembers small, positive details from their interactions with their rejected applicants and uses them to add a personal touch to their messages. They highlight candidates’ strengths and may even suggest other jobs they would be suitable for. And they stay in touch for future openings.
Does your company use a team-based workflow? Ask recruiters to search for candidates with specific skills that meet your team’s needs for collaboration. Have a company-wide issue you need to be solved? Ask recruiters to emphasize problem-solving and analytical skills.
List the job on the right job board
There is a wide range of good job boards out there. Most of them offer essential features like a wide reach, reasonable pricing options, and employees from a variety of fields.
If you aren’t having any luck with job boards, try listing your position on industry-specific websites, like IT job boards, or remote job boards.
RecruitMe can help you connect with the best candidates in your niche and will share your job posting across relevant social channels.
Invest in an automated recruitment platform
Job boards aren’t always enough to ensure that you attract the most qualified candidates for your company.
In that case, you’d want to use an automated recruitment platform such as RecruitMe. We can help you streamline your hiring process by creating a candidate database, offers bulk messaging to them, rate and organizes them, and stores information about them.
Furthermore, we can help with the time-consuming process of screening hundreds of CVs. Which brings us to…
Narrow the talent pool
The more you can do to narrow your talent pool before you get to the interview process, the easier it will be to focus on vetting top talent.
Your company brand and job description should work together to screen out applicants who aren’t a good fit, but you’d be surprised by how few companies expend the necessary energy here.
Screen all applicants against this list of qualifications, skills, experience, and characteristics. You’ll be spending your time with your most qualified candidates when hiring an employee. And, that is a good use of your time.
Ask your existing employees and customers for referrals
Your current employees can be used to source new hires. They each have a network of friends or former colleagues that you could tap into.
Moreover, your existing employees already know your business intimately, so they will know who from their network would be most suitable for the job. These types of referrals tend to boost morale as well as retention rates.
Another handy source for recruitment is your customer database. Recruiting from your customer database is ideal since they would already be familiar with your business and you with them as professionals.
Expect questions from the right employee
Good candidates will want to know more details about their potential teammates, the company culture, and paths to success within the company.
Hiring managers should expect these types of questions since interviewing is a two-way street. Asking questions can give the candidate a better sense of the company’s growth opportunities and culture, the manager’s leadership style, and whether that organization is the right fit.
A red flag? Candidates who only ask questions about money or benefits. They’re usually in it for the wrong reasons.
Hiring the right employee enhances your work culture and pays you back a thousand times over in high employee morale, positive forward-thinking planning, and accomplishing challenging goals.
It also ensures that you are making the most of the time and energy that your other employees invest in a relationship with the new employee, which can be a costly and lengthy process.
Make sure to follow our tips above, and you will be a step closer to always hiring “the right employee”. Using these recommendations will help you unearth better talent, recruit top-tier candidates, and find the best fit for your company.