Hiring an employee is an integral part of any small or large business. If you are an owner of small business, CEO of a company, a manager or an HR, you will have to recruit at some point in your career. Here are a few useful tips that will help you recruit the right candidate for any job opening.
1. Create a Brand Name:
Your employee brand is what defines the quality of candidates who will apply for the job. Setting the right brand image will surely attract qualified and talented employees who might be perfect to fill the position. Ask yourself why would employees want to join the company and what perks the currents employees are gaining. Setting the right atmosphere for employees to work may impact on finding the right candidate.
2. Define the Right Job for the Advertisement:
If you wish for the right employees to apply for the job, post an advertisement that describes the ideal employee for the post to the T. Collect information about the duty, responsibility, and skills needed to get the job done. Talk to the manager and team members where you are looking to hire the new employee as you will need to understand the dynamics of the current team and find the right fit.
3. Review the Applications Thoroughly:
You may get hundreds of applications; hence it is difficult to evaluate each one of them from top to bottom. Figure out specific criteria from the beginning and any application that does not meet the criteria needs to be rejected in order to make the process faster.
4. Prescreen the Candidates:
Inviting each and every shortlisted candidate for a face-to-face interview is a waste of time. Most companies prefer a short interview over the phone to pre-screen the candidate. In fact, you will find that big organizations like Korn Ferry implement special tests to screen candidates. This is a selection process again, which the candidate needs to pass in order to move to the next round of the interview process.
5. Use Right Interviewers:
You can find the right candidate for the company only if you choose a panel of the right interviewers. It’s not just about the people who have applied for the job, but the people who make the decision of choosing amongst the shortlisted employees. make sure that the person interviewing is well knowledgeable about the subject as well as the job expectations to be able to choose the right employee.
6. Ask the Right Interview Questions:
How would you know that the candidate is fit for the job if you do not ask the apt questions? Do not take an interview unprepared, but decide upon asking a set of questions relevant to the job so you can compare the answers given by different candidates and choose the one who performs the best.
7. Invest in Recruiting Software:
Applicant tracking and recruiting software is essential to streamlining your workflow. Save your time and money by investing in the best recruiting software that streamlines the hiring process with automation and organizational tools and broadens the scope of a company’s talent search by reaching out to more people.
8. Do Background Checks:
It is extremely essential to find out how the employee did in his or her previous organization to know more about their attitude and work ethics.
The Bottom Line:
An employee who may seem right initially can be completely wrong for the job and vice versa. Be open-minded when you seek for employees as you never know till the last moment which candidate clicks for the job.