Searching for the right talent is crucial to a company’s survival, particularly key positions in start-ups. This is why smart recruitment is important to your business, more than ever. Recruitment, however, comes with many challenges. To help you in your staffing efforts, here are a few recruitment tips that should help you land the right talent.
Tip #1: Past behaviour is a predictor of future behaviour
The candidate’s academic qualifications may be impeccable, but you should learn to look past this and instead focus on recent past behaviour. Why? Because it is an eerily accurate indicator of how the person would perform if employed by your company.
To look for good fit skills- and values-wise, look for applicants that had the exact same job within the same (or a similar) industry, from a company with a similar culture as yours. That way, they recruit can work productively and effectively right away without having to undergo much training.
Tip #2: Pay competitively
When it comes to hiring people, you get what you pay for. If you want to attract, hire, and keep the best and brightest in your field, you need to be more competitive in terms of pay and benefits. Admittedly, it’s still possible to get lucky and land a top achiever for cheap; but see, that’s precisely the problem: luck had something to do with it, which means you won’t be able to recreate the situation consistently. Furthermore, you’ll lose the person anyway when they get a better job offer somewhere else.
Tip #3: Do background checks
Background checks are essential to any recruitment drive for a number of reasons. For starters, the process lets you verify the accuracy of the details in a candidate’s rsum. According to various studies, about 53 per cent of rsums are said to contain falsifications, which means more than half of candidates are not being entirely honest.
More importantly, background checks can help protect your company from incidents such as theft, assault, workplace homicides, fraud, and lawsuits by litigious employees–all of which could jeopardise your staff. In fact, you can be held liable for not doing a background check on a new hire, who then assaulted a co-worker in the office.
Tip #4: Ask behaviour-based questions
To find someone who can actually perform, use behavioural-based questions during the interview. Ask for specifics on how they handled a difficult work-related problem or what they would do if they encountered a hypothetical situation. Keep asking until you feel that you’ve received a truthful reply.
Tip #5: Share your company’s qualities
Instead of posting the usual job opening in employment boards, advertisements, and your website, consider including the company’s vision, mission, values, and culture. Doing so would set your company apart from others and get the attention of potential employees, especially those who are attracted to the qualities you’ve shared. Just remember that your site should also provide a method for applicants to submit resumes easily.
Tip #6: Involve employees in hiring
Don’t limit the recruitment process to hiring managers, recruitment specialists, and/or human resource generalists; involve your employees in the search as well. Aside from recommending people for the position and perhaps occasionally reviewing the resumes that come in, your workers–particularly the ones with the same position as the vacancy you’re trying to fill up–know more about the job than anyone else in your company.
Recruitment may be challenging and tedious, but including your workers in the search makes the process easier since they can help interview and screen candidates. There’s also the added benefit of motivating your staff since this makes them feel that their input matters, especially since your choice would affect them directly.
Tip #7: Start your search with current employees
Hiring a new employee costs quite a bit of money. You have to deal with expenses such as advertisements, new equipment, taxes, background checks (see above), training, and workplace integration, among other things. However, you can reduce these costs by starting your search among your current pool of employees.
Doing this leads to a number of benefits:
It lets you skip expenses like advertisements and background checks.
Since you’re recruiting a current employee, you won’t ever have to get into a salary/benefits bidding war.
Internal hires are usually a good fit since they already know how things work.
Starting the recruitment drive internally would motivate your employees because it shows there’s a career path in the organisation.
Looking for internal hires improves employee retention and reduces turnover costs.
Tip #8: Be a great employer
Many companies don’t seem to realise that being a great employer is a great way to boost your recruitment efforts. Consider that if your company is stable, pays competitively, has a flexible work schedule, fosters fun and creative culture, provides excellent benefits, encourages its people to cultivate various interests, listens to employees, and rewards them for a job well done, then looking for candidates would be so much easier since everyone is lining up to apply–even if you don’t have any vacancies. Of course, it would also be helpful that you let people know you’re a great employer.
Tip #9: Don’t hire someone just because you like them
Interviewers sometimes unconsciously favour hiring candidates who they like personally. This normally shouldn’t be a problem since you wouldn’t want to employ someone whose behaviour could cause conflicts within the company. However, you shouldn’t get too wrapped up with personality. Instead, focus on the candidate’s skills, experience and possibly fit in your company’s culture.
Take note, however, that the same can’t be said for candidates who are viewed as completely insufferable by other people involved in the recruitment process. Take this as a sign that the person won’t be a good match if hired in the company.
Tip #10: Look for passion
Hire people who love what they do. Passion is what will drive them to be successful and contribute significantly to your organisation. It’s easy to be impressed by a candidate’s background and experience, but you also need to look for those who are genuinely thrilled to work in your company and feels deeply for his or her profession