Business are only as good as the people who work there - recruiting key talent should be a priority for all firms
A business is only as good as its people, making it essential to recruit the very top talent. This is often harder than it seems; these tips till help you sieve the best from the rest.
Create detailed job descriptions
Insubstantial job descriptions tend to attract passive candidates, those that aren’t sure what they want and workers that aren’t sure how their skills can benefit your company. To recruit the best candidate, you need to know precisely the nature of the job you wish to fill and ensure this comes across in the job description. This should include responsibilities, essential qualities, desirable qualities, previous experience required and other key criteria. You should also sell the job itself to attract active candidates that work best in certain environments. The more information you provide, the greater the chance applications will come from employees specifically attracted to what you’re offering.
Advertise in the right places
Advertising in as many places as possible increases the number of applications you receive but doesn’t always increase the quality. Jobseekers without experience in your industry may see your position on a general job board and apply for a range of reasons, such as geographic proximity or need. To recruit the best talent, it’s often necessary to advertise in more specific locations such as trade magazines which passionate individuals are more likely to read. By focusing efforts on your target market, you increase the chances of getting applications from the right kind of candidate.
Ask relevant questions
You’ll no doubt ask standard interview questions to build up a picture of your candidate, but don’t be afraid to ask questions relevant to the position. Interview is the best time to spot key talent, so develop searching questions that are likely to stretch candidates and force them to reveal their best qualities. Don’t be afraid to ask left-field questions that may throw people off slightly; you are testing their ability to answer under pressure as well as their knowledge of your industry. Don’t be afraid to take copious notes but also watch body language.
Look for emotional intelligence
Businesses run smoothly when filled with active, enthusiastic employees keen to make a difference. When recruiting, it’s essential to consider how the new candidate will fit with your existing team. Industry knowledge and relevant experience are key fundamentals to success, but emotional intelligence is also essential. This includes the ability to communicate effectively at all levels, get the best out of colleagues, delegate and accept requests from superiors and other qualities that contribute to a relaxed and efficient working atmosphere.
Compare with the job description
Many businesses compare candidates to each other and try to make a decision by seeing which candidate is better based on past credentials. However, this is only likely to find the best relative candidate rather than the best candidate for the job. Ensure you judge each employee on how they fit with the detailed job description you’ve created, including competencies, experiences and professional qualifications. That way you know that the candidate you select will be particularly suited to the position.