Assess, interview, hire, repeat. And the cycle goes on. Hourly. Daily.
I don’t have to tell you how hard recruiting can be. But at the end of the day, it’s always worth it. Because when you hire a person, you change their life by giving them a career and all that that affords. For recruiters and hiring managers, this is the most gratifying aspect of their profession.
But on the flip side, there is also nothing more frustrating than when things go wrong. Worry not; we’ve got you covered.
Here are some pro-tips to help you hire and retain the best talent:
Pro Tip 1. Get to the point.
You need to fill an open position, and quickly, with the most qualified candidate. Thus, you write a job description and post the vacancy.
But what if no one applies?
It’s happened to all of us at some point or the other.
Here’s the truth. First impressions matter.
Have you established a strong employer brand?
Start off with a careers page that conveys your company’s vision, work culture, employee engagement activities, and more. Generate an active social media presence by keeping people updated about the company’s approach to recruitment.
A genuine effort here will automatically direct hires to your company.
Pro Tip 2. Eliminate those tired cliches.
Are you making your job summary descriptive enough to get a candidate’s attention?
Fancy job descriptions don’t guarantee fancy candidates. Don’t bombard the role with buzzwords or cliches. Use plain language that conveys exactly what is expected of a candidate applying for the job.
Make your job descriptions as descriptive as possible, by elaborating only the most important and necessary qualifications a successful candidate would need. Readers fall in love with details, as they convey a clear picture that allows applicants to imagine their future with your firm.
Effective job descriptions that are captivating and comprehensive help you trim the time that takes to fill a job opening.
Pro Tip 3. Use pre-hiring assessments.
“When used effectively, pre-hire assessments can have a major impact on key performance indicators (KPIs), such as cost-to-and time per-hire, hiring managers’ satisfaction, employee retention, performance, and engagement.” – Aberdeen Group Study.
In bulk recruitment, the screening process can make a hiring manager’s task much easier by providing questions that instantly detect candidates who aren’t right for the job.
Such questionnaires help you analyze the core behavioural traits and gauge the likelihood of an applicant succeeding before you invest time in document review and an interview.
Pro Tip 4. Explore niche job boards.
We’ve all used job board sites, either as job seekers or recruiters. But now that you’re a recruiter, how do you decide which boards are the best to reach the candidates you want?
Niche job boards are industry-focused and bring you more credible applicants than the general forums. Hiring for the hospitality sector? Try Caterer.com. Software Developers? Visit CWJobs.
They help you pull candidates that are more specialized in specific verticals.
You may not get the volume of responses you’re used to for general searches, but you will hear from candidates who are more qualified.
This list is far from exhaustive. Share your own pro tips in the comments below.
Questions? Write to us at firstname.lastname@example.org.