Are you banging your head against the wall when trying to find talented employees? When each job receives an average of 250 resumes, that’s not surprising. It’s tough to look through the weeds to find an individual that stands out.
However, you aren’t out of luck if you’re struggling with the hiring process. Follow the advice below to find the talent you need and drive business growth.
Be Specific on the Job Posting
Getting the right candidate into the interview room is one of the most challenging parts of the hiring process. You’ll get countless people who don’t have the qualifications for the job application. This will be a bigger problem when you aren’t specific in your job posting.
Use keywords in your job post that apply to the qualifications you want for the job. That includes a university degree, job skills, certifications, and anything else required for the job.
This will help the people searching for those keywords find your job posting. Of course, you may still have people who apply that don’t have those certifications. In that case, use filtering tools to remove candidates that don’t have the right keywords in their resumes.
Promote Your Business
You aren’t the only one interviewing when speaking with potential employees. In a world where employees have the edge, they have a choice of where they can work. Because of that, your company has a lot of competition.
You’ll need to do everything you can to make your company stand out from the others. Why should someone choose to work for you instead of a better option?
Here are a few things you can use to promote your company to employees:
- Paid time off
- Remote work
- Flexible schedule
- Advancement opportunities
- Great culture
- Stock options
- 401k matching
You have countless opportunities to improve your work culture. Create a great work environment and see how well the talented employees respond.
Recruit From Within
There’s no better way to recruit a new employee for a job than speaking with people who you already know. You already know their strengths and weaknesses, so it’s easier to tell if they can handle a new role.
The first place to start this process is in your organization. Do you have any employees who want a change and to advance their careers? Give them a chance at the open position.
You can also ask your employees if they have any recommendations for employees. The chances are good that your employees know other people in the industry. They don’t want to recommend unqualified professionals, so this is an excellent source of talent discovery.
Create Small Tests
While you can trust the word of a job candidate in most cases, some candidates will exaggerate their skills. In some cases, they’ll claim to be able to handle a job and not know anything about it.
That’s where job tests come into play. Create a short quiz that helps you learn about a candidate’s skills. It should cover a few parts of the job you expect them to handle every day.
Of course, don’t make this actually work and require something that takes hours to get done. Create short tests that don’t take much time to accomplish.
Request Questions From Interviewees
Your time with a potential employee should be a time for more than you asking questions to someone. It’s also time for a job candidate to ask more about your company and the position.
You want someone with all the details about the job they’re applying for. Even if you do a great job of creating a job post, you can’t always go into all the details.
Check during the interview to see if the person you’re interviewing has any questions. It’s a sign that someone is curious about the job and interested in the position.
Speak With Enough References
You won’t always get the full story about a potential employee when speaking with them in an interview. Even if someone can handle the job, that doesn’t mean they’re the fit for the position. You need someone that works well in your company’s culture.
You can learn what you need by speaking with previous bosses and colleagues. Get several references from your employees and talk with them about their time with a job candidate.
Some hiring managers skip this step since it takes time. If you want to save a few minutes, only speak with the references from the most qualified candidates. Doing this will help you avoid significant hiring mistakes.
Work With Recruiting Agencies
You don’t always get access to all job candidates when posting on public job boards. Many employees work exclusively with recruitment agencies. Some of those people are some of the brightest in the industry. For example, you’ll have more success finding the ideal marketing candidate if you work with Culver digital marketing recruiting–the expertise far outweighs the price in recruitment.
Don’t shy away from talking to a recruiting agency to get help with the hiring process. Yes, you will pay money if they successfully place a candidate. However, you’re already spending money on the hiring process anyway.
Companies that offer these services can speed up the process by delivering job candidates that match your job requirements. You have more of a guarantee that you won’t waste as much time during interviews and are more likely to find the perfect candidate for the job.
Don’t Stop Refining Your Hiring Process
It’s easy to take things easy when hiring when you think you have the process down. However, there are countless ways to increase the quality of candidates you see and start bringing in better talent. Use the guide below to improve your hiring process and start driving change in your business.
Head back to the blog if you want to find more tips that will help you handle business ownership.