In today’s world, employers and recruiters face a challenging task. The job market is highly competitive, making it increasingly difficult to find the right candidate. However, specific strategies can help you successfully complete the recruitment process.
I'm looking for an employee - where should I start?
Looking for an employee can sometimes feel like searching for a needle in a haystack. Therefore, carefully plan each stage of the search to increase your chances of finding that perfect candidate.
Define your requirements precisely
This is a key element of the recruitment puzzle. It’s not about gender, hair color, or age – you need to specify the necessary skills, experience, and qualifications for the job. Consider what personality traits and characteristics may be relevant for the position.
Create a precise job advertisement
“We are looking for a smiling person to work in a young and ambitious team…” – this is probably the worst harm an employer can do to themselves. Say goodbye to generalities and clichés. Write specifically who you are looking for, for what position, and with what range of duties and responsibilities. Provide details about the offer such as salary information and working hours. List the benefits – let the prospective employee decide immediately if they want to work for you.
Place the advertisement where it has good visibility
Advertise where potential employees will notice you. The world revolves around social media – perhaps it’s worth investing in a paid advertisement with a large reach. If you have a company website, have a career section. If you are looking for a specialist, place advertisements on industry-specific portals.
Don’t be afraid to screen candidates
Responses to job advertisements will start pouring in. Some of them will certainly not meet your requirements. Don’t hesitate to screen them right away. There’s no point in inviting every candidate for individual interviews. Focus on those who show promise from the beginning.
I found an employee, but is it the right one?
Let’s assume that the first candidates have entered the recruitment funnel. You’ve already completed the initial selection stage, and now have a few people left, but you can’t decide whom to choose. Here’s what you can do at this stage.
Verification of qualifications and professional experience
Check if the candidate actually possesses the qualifications and experience required by you. Make sure that the education mentioned in the CV is appropriately documented in some way (diplomas, certificates, attestations).
Assessment of practical skills
Ask the candidate to complete a knowledge or language test, or solve a qualification task (practical assignment). Perhaps the candidate could present a project they have independently completed for a previous employer?
Assessment of soft skills
This is often overlooked, yet besides technical skills and experience, communication skills, willingness to cooperate, flexibility, problem-solving abilities, and initiative are important. Try to assess whether the candidate fits your company in these aspects.
Observe the candidate’s behavior
This may not be an easy task in the era of video interviews, but even the preparation for such an interview will give you some clues. The candidate’s attire, tone of voice, and the chosen interview location will reveal a lot.
If you meet the candidate in person, try to take note of your observations – their attitude, tone of voice, gestures, breaking the physical barrier (offering a handshake for greeting/farewell), etc. A note from a meeting where something raised your concern can be extremely important in the further selection process.
Don’t just take their word for it, verify references
When a candidate claims to have had a great relationship with their previous employer and to have been an invaluable team member and fantastic collaborator, it prompts the question—why did they leave? Implementing reference check software can streamline the verification process, particularly when hiring for highly responsible or specialized positions. It’s crucial to verify the authenticity of recommendation letters, written references, and contact information for former supervisors to ensure their legitimacy.
Evaluate whether the candidate will fit into your company’s organizational culture
Conduct a test in which the candidate faces questions about values and work style. The results will help you determine if this person will identify with the company. The candidate’s behavior, appearance, and communication style will also tell you a lot. Bring all these elements together and make the appropriate choice.
When you finally have only one CV, present the candidate with the details of your offer. If your choice is correct, this person should not hesitate for long, and you will successfully fill the vacancy.
7 simple ways to find the best candidates
All of the above are standard components of the recruitment process. You can enrich them with 7 additional tips that will help you in even more effective candidate sourcing.
Hire a recruitment agency or headhunter
This is not just an option for the lazy! Recruitment agencies and headhunters have access to vast candidate databases and often possess specialized knowledge about the job market. Sometimes, investing in external assistance pays off quickly!
Write job ads that capture candidates’ hearts
Well, let’s not go overboard with literary skills. Speak to the candidate directly, in their language, so that they can understand you well. Always create a job offer tailored to a specific person—avoid using templates or copying the competition!
Harness the power of social media
This doesn’t mean you have to create company accounts on every platform! Look for candidates where they are. You can consult guides like “How to effectively search for candidates on LinkedIn?” to help you efficiently publish job offers in the right places.
Utilize employee referrals
Ask current employees if they can recommend someone suitable for a specific position or implement sourcing strategies.
Recruitment events are not outdated at all!
Organize a recruitment event or participate in one. Popular job fairs provide an opportunity to make new connections and find motivated candidates.
Focus on networking
Utilize your professional, business, and even personal network. Follow the thread! Let acquaintances know that your company is hiring, whether online or in person, and encourage them to share this information further.
Use the right tools
Automate your search process by leveraging technology, such as CV databases, recruitment portals, or mobile applications that assist in candidate acquisition. With the help of tools, you can significantly expedite the entire process.
Recruitment system - Your best friend in the recruitment process
If you’re not using any recruitment system yet, now is a good time to implement such a solution. See what your new friend (and greatest support!) can do:
- Shortens recruitment time by automating many steps in the process.
- Increases operational efficiency by facilitating easy comparison of candidates and evaluating their fit with the requirements.
- Improves candidate experiences by facilitating communication, maintaining transparency, and ensuring compliance with legal requirements.
- Enables convenient tracking of each candidate’s progress in the recruitment process, facilitating coordination among recruitment team members.
- Allows for precise selection by introducing candidate evaluation criteria, making the selection process easier and more accurate.
In summary, a recruitment system is a valuable assistant that is truly worth befriending!
Summary
Is searching for a needle in a haystack difficult? Yes, but not impossible! Similar to finding the perfect candidate. They are out there somewhere, waiting for you, you just need to know how to approach the search. The above tips should help you increase the efficiency of your search and quickly fill vacancies.
