Every recruiter wants to find and hire the best candidates possible but does every corporation know how to find the right staff? A key to achieving recruiting success is to hire quality employees that meet your company’s needs and culture. However, searching for and hiring the perfect candidate to fill a role in your company is not an easy task. The right candidate can make or break any company, department, or team, as they are the foundation upon which a company’s productivity and profitability lies.
Is the person you are interviewing right for this job? It’s difficult to predict all the qualifications and attributes you’re going to need 1 to 2 years ahead. It sometimes only takes one or two wrong hires to derail the team or project.
Candidates that have a good looking resume do not always guarantee the right fit. Conversely, a person who doesn’t shine during the interview might prove to be a better hire. Recruiting candidates goes beyond technical skills or the perfect resume. Other factors that must be considered for a successful hire include onboarding, which sets the new employee up for a smooth transition into their new workplace.
Tip #1: Do Your Research
Like most recruiters, you'll most likely do a background check, which can include a quick Google search to see what comes up about that person online. But if you're not looking through the candidate's social media profiles, you could be missing a key way to find out more about the individual as a person and an employee. In can be risky to allow a candidate's social media activity to factor into your hiring decisions, but it can give you a better picture of someone you're interested in hiring and it can help avoid potential pitfalls of recruiting and hiring the wrong candidate.
Linkedin is today's online resume. Look for key items, like recommendations from former coworkers, and of course recommendations from a former bosses is a sign of a strong candidate. Does their Linkedin job history match what's on their resume? Does their Linkedin endorsed skillsets match what's on their resume? Use Linkedin to select the right candidate.
Tip #2: Interview Process and Preparation
A potential hire must not be the only one who has to get ready for an interview. The recruiter must do the same to ensure the right person is hired among all of the applicants. Recruiters sometimes are too focused on other issues of the day, too pressed for time or lack confidence in their interviewing abilities to pay attention to red flags candidates exhibit during the interview process.
Click and print the below Interview Question Guide, so you it's handy to really explore the candidate's work experience.
Be prepared for each interview by reviewing their resume which will let you know if the person is qualified for the job but it will also help you tailor your interview to ask the right questions of the applicant. For example, do you want the candidate to be innovative and go beyond the job requirements? You need to have a clear idea of what you expect out of your potential employee in order to pick the right candidate. Also, you want to learn as much as you can from the applicant so their comfort will enable him/her to express themselves properly. Even though you should tailor to each interview based on the candidate, it is critical to follow a clear set of guidelines during the interview process to decrease confirmation bias, in which snap judgments are made when making hiring decisions. Despite the recruiter’s best intentions, their innate set of beliefs can affect the outcome of the interview.
Tip #3: Company Environment and Culture
When your company ranks well as an employer of choice in your industry, it will be that much easier to not only find qualified candidates but to attract the top notch folks as well. Top talent are drawn to companies who take care of their employees. Paying well is very important, but it is equally important to consider incorporating other attractive perks as well. For example, have policies that allow flexible schedules to help employees achieve a better work-life balance. The next generation of work force look for employers who offer remote work arrangements.
As recruiters look at social media to determine if a candidate is a right fit for your company, potential candidates are doing the same with company reviews. They often read company reviews before they even speak to a recruiter or hiring manager. Top candidates may not even apply in the first place if they don't like what they see. It’s important that companies respond to reviews which demonstrates they are actively engaged and helps their brand. This also includes updating the company's profile, and sharing updates on the company's culture and work environment.
Tip #4: Communication is Vital
When unemployment rates are low, it can be harder to recruit the right staff and retain talent. Candidates can be more selective about who they work for so it is critical for the recruiter to be the face of the company and provide the best experience possible. One way is to communicate effectively throughout the recruitment process, which includes setting up the interview in a timely manner and quickly responding to questions the candidates may have (e.g., hiring process, benefits, onboarding, time-off, etc.). Communicating effectively is a time consuming effort and with recruiters juggling so many tasks, it tends to suffer.
The good news is there are tools that can help with communication. Quickly setup interviews, and respond to your candidates’ questions by using Clipboard for Outlook. Clipboard for outlook has many HR recruiter email template pre-written for you to save time.
Tip #5: Recruiting Never Stops
Even if all the roles you are recruiting for have been filled, searching for candidates and building your talent pool should be a continual process. Don’t wait for a job requisition to open up before finding qualified talent to join your team. Look through your file of shortlisted candidates and take the time to review them. Keep the lines of communication open. Don’t let the lack of vacancy or budget stop you from reaching out to potential star performers. Having the right candidates on file will save you considerable time and resources when an opening does come up in the future.
Recruiting the right staff and the best possible candidate is a complex and time-consuming process, but if you do your research, interview well, maintain a good corporate culture, and communicate effectively, you will find and hire the right candidates. This step-by-step hiring process can help a company weed out an unqualified applicant while selecting a candidate that is right for the vacant position. Once the new employee is in the position and set up with the tools they need, they can become a valuable member of an organization.