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Are you attracting the best employees to your organization? Does the recruitment process feel long and arduous? Whether you’re a small company or have an entire staff devoted to recruitment, here are some suggestions for best practices when seeking out new talent for your business.
Know What You’re Looking For
When recruiting for a position in your organization, it’s important to understand exactly what qualifications you’re looking for. What are your priorities when it comes to this role?
Make your job listing more attractive by tailoring it specifically to the open position(s). Use keywords that highlight what you’re searching for in a candidate. Decide whether you’re prioritizing experience or talent, and outline the nitty-gritty details of a position.
If you’re concerned you may lose the attention of a great candidate who feels unqualified, ensure the listing states training will be provided. Or, if you’re worried about the applicant being under-qualified, give examples of what they should be familiar with before joining the team.
The more specific you can be, the better.
Use Technology
It’s the 21st century – we no longer have to shuffle through paper applications when searching for the best candidate for a position. Taking advantage of the right technology not only helps you find a candidate more quickly, but it also assists you by weeding out unqualified individuals from the pool before you even begin reading resumes.
Invest in an applicant tracking software that highlights the most qualified individuals for you and assists in scheduling interviews. This will save you both time and money during the recruitment process. You can also use services like ZipRecruiter to find qualified candidates. Sites like that will seek out individuals who fit the listing and invite them to apply.
Prepare for the Interview
The burden of proof is often assumed to be on the candidate in the interview, but in today’s job market, that couldn’t be further from the truth. There’s more emphasis now than ever on employers to create an environment that values employees on a human level, encourages personal growth, and promotes inclusion. Be ready for candidates to ask about things like the culture of the workplace and the ways the company invests in the advancement of their employees.
If you find yourself lacking answers to questions like these, it might be time to stop and take a look at your company culture. Aside from good pay and benefits, what other things are you and should you be doing to foster a quality environment for employees? Make a list of the ways you invest in your team, and be ready to pitch yourself to the qualified talent you’re recruiting.
