An organization is only as good as its employees. True to this statement, no matter how great your growth strategies, work ethic, and vision are, you can only execute them if you have a team of dedicated workers.
As such, recruiting the right man for the job is vital. Finding the perfect candidate whose abilities match the advertised job is not only gratifying to you as a recruiter but to the employer as well. On the flip side, it can be quite frustrating to get it wrong. Whenever companies hire the wrong people, they incur costly blunders from repeating the recruitment process.
But that’s not all. Wrong hiring choices also affect workplace productivity and employee morale. While there is no foolproof method to avoid terrible hires, there are strategies to greatly lower your chances of hiring the incorrect person. Further than these, such strategies help attract the top prospects for your open positions. Here are 4 incredible tips to fine-tune your recruiting efforts:
1. Create Accurate Job Descriptions
This may sound obvious, but it’s a step that’s frequently undermined. Sometimes saying you’re looking for a chef that’s experienced, for example, won’t cut it. You have to describe every nitty-gritty, say the cuisine they should know how to prepare, and so on.
That said, look at your current job listings to make sure you’re describing the position accurately and in a readable manner. A good job ad should explain what the job includes and who would be successful in that position. Even minor adjustments, such as defining important job responsibilities, can help you improve your outcomes and attract the right candidates.
2. Make the Application Process as Painless as Possible
Like you and I, remember whoever is applying is only human. They are bound to get bored and disinterested. Moreover, remember that they probably have to apply for other jobs as well. With this in mind, if you make potential candidates fill out several pages of information before they can even submit a résumé, you’re likely to lose them before they apply.
Keep in mind that highly skilled people know that they undoubtedly have a lot of other job possibilities. If applying for positions is difficult or time-consuming, your best applicants may give up and look for governance jobs elsewhere.
Even after hiring them, they need to appreciate your recruitment process and refer your business to their social circles. Remember, therefore, that your company’s recruiting/hiring process reflects on you. Make sure it demonstrates that you are sensitive to the needs of your applicants.
3. Manage Relationships
Many times, recruiters will come across a candidate that does not suit the job description but could be a perfect fit for a future position. Create a system for staying in touch with applicants like this. By maintaining contact with key prospects, you can ensure that your company is the candidate’s first choice when considering a career shift. To keep in touch, send such fine applicants your current jobs and company news to keep them connected and interested in your firm’s potential.
4. Increase Your Social Media Presence and Visibility
Job seekers spend the majority of their time on socials looking for leads to jobs and other money-making ideas. As such, utilize social media platforms like LinkedIn, Facebook, and Twitter. These are all excellent resources when it comes to sourcing applicants.
Don’t forget to publish job openings on your company’s Facebook page if you already have one! Even if your followers aren’t interested in the job, giving them a link will encourage them to share it with someone they know who might be a better fit.
Obviously, it’s impossible to avoid making the wrong hire at some point. Nevertheless, the idea is to reduce the frequency of mistakes by taking the necessary precautions.
In conclusion, remember to pay attention to your job descriptions, offer simple application methods, foster applicant relationships, and invest in social media platforms! This way, you can hire the right man or woman for the job.