8 Recruiting Solutions to Help You Find The Right Employees
Did you know that 33% of American employees are actually engaged in their careers, costing the national economy over $350 billion in lost productivity? That’s a staggering figure, isn’t it?
Streamlining your job candidate search can feel overwhelming. For one, you’re busy. For two, you certainly don’t want to hire the wrong employee. Luckily, there are several worthwhile recruiting solutions to consider in your employee search.
Let’s get into the top ones!
Understand Your Needs
Before you delve into hiring, it’s important to understand what exactly you’re looking for. Do you need someone full time? Are you willing to meet with independent contractors? Can an existing employee move into this role?
As an employee, it’s frustrating to enter a role without clear, distinct expectations. As an employer, this strategy is often wasteful of your time, money, and resource allocations.
Your best bet? Narrow down what you want! Figure out all the expectations, requirements, and qualifications before even crafting the job ad. Ask your company to see if there any gaps or missing needs.
Targeting your needs allows you to increase your focus and make your job search productive.
Network. Network. Network.
In an evolving world of online recruiting and digital marketing, there’s still a time and place for good old-fashioned word-of-mouth referrals.
In fact, LinkedIn estimates that employers fill 85% of jobs via networking.
What does this mean for you? It means that you should start with your current employees and colleagues. Ask them if they know anyone who can fill the role. Ask if they have any recommendations.
The benefit of networking? It’s real answers, not just generic online recommendations.
True professionals won’t recommend someone they can’t vouch for. It would reflect poorly on them and their reputation.
With that said, using the tried-and-true recruiting solutions means you might not have to look any further.
Craft the Right Job Ad
If you want to avoid a vast sea of job applicants, be specific with what you’re looking for. This means outlining the job description. Highlight the prior experience or qualifications you are seeking.
And keep this in mind: The job ad should be exciting and captivating. If you feel confused or bored reading it, your potential applicants will too!
Unsure where to start? Look at what your competition’s posting. Check online for job descriptions for jobs similar to the one you’re seeking to fill. Ask your current employees what they like about their job. Integrate these principles into your posting.
Consider Professional Job Boards
It’s easy to put up an ad on Craiglist or Monster and receive thousands of job applications. Do you really want to parse through all of them?
Here’s a better idea. Look into the professional networks relevant to your industry. Most of them have both local and statewide chapters, classified ads and Facebook or Linkedin pages, so don’t overlook those avenues!
Even if it costs money to post, it’ll be well worth your time. You’ll be more likely to attract qualified candidates rather than random people looking for any kind of work.
But Don’t Ignore Classified Ads
Classified ads and job boards absolutely have their necessary place in the world. For example, you might be interested in targeting a specific demographic, such as MCA. You might be seeking a local candidate in a local region. Or, you might be interested in someone overseas for a virtual position.
Classified ads are great for widespread exposure, especially if you work in a unique niche industry. If you’re looking to cast a wide net, these might be the best places to look.
Don’t Overlook Small Details
Does the resume have a ton of spelling errors? Does the candidate’s background check results make you cringe?
These are definite red flags that could present with major problems later on. While nobody is perfect, you want to know risk factors before making hiring decisions.
As an employer, you’re allowed to be picky about your recruiting solutions. After all, you don’t want to give someone the benefit of the doubt only to be totally disappointed with them a week in their work.
Nail Down the Interview
Nothing beats actual human interaction when it comes to maximizing your recruiting solutions.
Conducting a good interview is an important skill – just as important as knowing how to interview well yourself.
As a good rule of thumb, you should identify exactly what you’re looking for in your potential candidates. Have questions on hand and written down to maximize your time and efficiency.
And, don’t feel like you have to do this alone. Having 1-2 other employees or HR personnel can help you narrow down your choices.
And, rather than asking generic interview questions, ask questions that assess the potential employee’s attributes and strengths. For example, “Tell me a time you had to deal with X situation” or, “How would you handle Y if it happened to you?”
These questions show critical thinking skills and overall competence in the potential position.
Follow Your Gut
At the end of the day, the most important recruiting solutions come down to you. Someone can look amazing on paper and have all the right credentials but still give you bad vibes. Don’t ignore that nagging voice.
On the other hand, even if someone doesn’t perfectly fit every requirement, if you have an amazing feeling about his potential, consider that in your hiring decision!
You want to think about the added value of your company. For example, the employee might be highly receptive to training. He might fit in well with the company culture. He might have out-of-the-box thinking. These values might benefit you more than someone with the right credentials can.
Final Thoughts on Recruiting Solutions
By following these tips, the hiring process doesn’t have to be stressful. With the right questions and patience, your next perfect employee is just around the corner. Here’s to happy hiring!
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