The best way to a successful business is to hire the right people to work in it. This is the recipe to success and the thing that you cannot do without. No matter how great your business plan or product is, you can’t turn your goals into reality unless you hire people that are skilled enough and truly invested in making it happen.
In today’s busy and competitive industry, all businesses attempt to get the best and most qualified workers. Their companies’ success and survival depend on it. This is why the recruitment process is the most vital piece of leading a business.
Think of it this way. If you get the best talent to work for you and motivate them to work passionately, you can stand ahead of the competition and truly succeed. If you pick the wrong people or cannot reach the right ones, you’ll be losing clients due to poor work, mistakes, bad customer support, low morale, etc.
The recruitment process requires a lot more work than just placing a job ad in some papers and on some websites. Your task is to offer employees different perks, attract the most talented people, and choose them out of the pool of applicants.
That being said, we present you with the best tips that will help you improve the recruitment and selection process. But first, let’s see how these two differ.
Recruitment vs. selection: what’s the difference?
Recruitment is the process of finding, reaching out to, and convincing suitable candidates to apply to work at your company. This process requires that you create a great job description, post it in the right places, and reach out to job seekers to apply.
The selection process comes after. It’s half of the job. If you did the recruitment part well, you already have some great candidates that applied for the position in question. At this point, you need to carefully evaluate and choose the right person - or people - for the job.
The best recruitment methods and selection tips to follow
A great employee will have the necessary skills and qualities to work and fulfill your company goals. However, their success depends on your efforts, too. If you want your team to work well, you need to carefully choose them, make a good onboarding process, and keep them motivated to work well for you.
We present you with some great tips to achieve all this:
1. Find the right tools to have in your arsenal
The recruitment and selection processes can be more efficient and much simpler if you are using the right tools. Let’s take a look at some of the must-have tools for this process.
Recruitee for simplifying and automating the recruitment process
Recruitee, one of the top tools that facilitate this process has created this useful guide that helps you learn about the best recruitment methods. Thanks to Recruitee, you can bring your hiring team together, automate the recruitment process, and get unbiased, insightful evaluations of candidates for the positions you are offering.
If you are looking to hire new people for a position, you can use this tool to schedule interviews and meetings, boost your sourcing power with smart campaigns, and share your posts on multiple job boards at once. It cuts your job by more than half and provides you with the best candidates from the batch.
TestGorilla for testing skills before hiring
Let’s say that you’ve passed the recruitment process and are ready to make your selection. People’s resumes and other application documents can only narrow down the list to a few candidates at most. Recruiters often have dozens of great candidates and no other way to find the best in the crowd.
This is where TestGorilla comes into the picture. Instead of just relying on resumes and certifications, why not ask the candidates to complete short tests and show you their capabilities. This tool has many tests you can customize and send out, and it organizes the results inaccurate, fast reports that you can use almost instantly.
With TestGorilla, you can test sales skills before hiring your salespeople, or test specific work-related skills for people in higher positions. By sending out these tests, you can eliminate the candidates that aren’t all that interested in the job but have been sending their applications to every company they could find.
You’ll stay with the ones that truly love to take the position you are offering and find the ones that are most qualified for it.
2. Create the perfect job description
Good candidates are also picky when they choose who to work with. They go through job descriptions and choose the ones that sound best to them. If they have the qualifications and skills to do the job well, they’ll have plenty of companies in your competition offering them work.
That being said, the key step toward getting good employees is convincing them to apply for the job you are offering to them. This starts with your job posting.
According to the Wall Street Journal, bad job postings are the number one cause of low application rates and not attracting quality talent.
So, what qualifies as a good job description?
Ideally, your job posting should not only be a laundry list of requirements you have for the new worker. Employees don’t just want to know what they are required to do. They also want to know what you have to offer to them.
Think of it this way. When they see your job description, they are thinking: “Is this a place I want to work at”?
If you make your description about what they can do for you only, chances are they’ll look for work elsewhere. Nowadays, recruitment depends mostly on the benefits you offer to those that will work for you.
Here is a short list of things to follow to create the best job description:
- Give some background about the company - this could be as simple as your brand’s pitch or tagline. It would be good if you also mention the top highlights of the company to attract the best job seekers. Also, talk about the company’s culture. This is very important to employees today.
- Mention the location of the job position. If there’s an option for remote roles, let them know straight away, but still tell them where the office is based.
- Share some details about the role. tell them what they’ll need to do, but also who they report to and will work with.
- Have a Must-Haves section, but make sure that candidates know these are the prerequisites for the job. This is the section where you tell them what candidates must possess to be considered for the job.
- If you have some skills that are a bonus, but not necessarily a prerequisite for getting the job, list them below the main requirements.
- Sell the perks that the role offers. Tell candidates what they’ll get if they work for you. If you have a benefits plan, this is the place to put some information about it.
3. Place your job postings in different places
Unless you choose to use a tool that will automate all this for you, it is your job to find the job boards and networks to share your job postings. At this point, it is important to learn where your targeted employees hang’.
Depending on the position you are offering and your industry, you should figure out what platforms, sites, and forums professionals use these days. Place your job posting on those job boards, and share it on forums, as well as social media networks.
If you want to widen your reach, you might want to consider investing a bit more in this. Pay for some ads on social media, collaborate with trending websites in the industry and pay them to place ads, and even discuss this with influencers that will tell people there’s an open position at your company.
Lastly, you can look for employees yourself instead of waiting for them to come to you. The best talent frequently gets offers from companies, so they hardly go through job ads and apply on their own. Check out platforms like LinkedIn to find such talent, attend networking events, and ask your staff for some referrals.
4. Streamline the background check process
Let’s say that you created a great job posting that attracted some truly qualified candidates. Now you have to make the tough decision. You shouldn’t take this process lightly. Your goal is to find the perfect person for the job so that you can optimize the work at your company and avoid the costs that come with recruiting someone new later on.
That being said, you must do a background check for the last candidates you are considering. Screening candidates can be time-consuming and expensive, but it is more efficient and cost-effective if you have a good strategy for it.
Yes, you can perform tests, but you should also call those referrals, do some online checks for the candidates, and do some interviews to meet them. Plan this process ahead.
Are you ready to find the best people for the job?
There you have it - the ultimate guide for hiring the right people for the job. It takes time and requires some effort but if you do it right, it will help you find the best people for the job!
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