The responsibility of hiring can feel overwhelming. From writing a job description to reviewing resumes to interviewing candidates, it’s a complex process to find that perfect fit that requires lots of time and energy. Here are some effective strategies you can borrow from our recruiters who simplify hiring for companies every day.
Establish Clear Priorities
Be as specific as possible about who you are looking for before writing your job description or reaching out to candidates. Get started with our free Ideal Candidate Persona Worksheet. You’ll naturally need a list of technical requirements for the position, but you’ll also need to consider the kind of personality you’d like your candidate to have. When we surveyed our professional network on what they value most in a candidate, 50% of respondents chose “Culture Fit” over “Soft Skills,” “Hard Skills,” and “Years of Experience.”
Target Strategically
Posting to a job board is a logical starting place for most hiring managers. If you go this route, be sure to carefully set your parameters for things like location and keywords. For other hiring managers, reaching out to passive candidates may yield the best results. This involves searching within and/or outside of your existing professional network using platforms like LinkedIn. Proactively searching for passive candidates may help you find strong matches faster than waiting for the right candidates to come to you.
Write Straightforward Job Descriptions
This applies whether you are posting to a job board or not. Having a job description on hand to reference and send directly to candidates will help expedite the process. While you’ll want to be as specific as possible with requirements and responsibilities, it’s important not to overload candidates with information. The best candidates don’t always have an exact experience match with the job description. Consider including only the non-negotiable requirements. If a candidate is only missing one item on your wish list, are they enthusiastic about your company and ready to learn? If so, they could be worth pursuing.
Be Up-Front About Compensation and Benefits
This starts with your first interaction with candidates, whether it’s indirect through a job posting or direct through a call or message. If their salary expectations and your budget for the role aren't in alignment, it’s not worth either of your time to move forward. It can be a challenging topic for both parties to discuss, but it’s worth having this conversation early on. Some state laws even require you to disclose the salary range and benefits in the job description. If you find your dream candidate and they request an unreasonably high salary during a final round interview, you’ll be back to square one.
Require and Check References
References may not be necessary for every role but requesting them can provide peace of mind when filling highly sensitive or specialized positions. Checking references can be tedious, especially when vetting a larger number of candidates. Partnering with a team of Professional Recruiters can remove this burden and drive results faster. Teams like ours conduct reference checks on behalf of the companies we work with as part of our Executive Search and Direct Hire services.
Ask Questions Specific to Your Company
When you reach the interview stage, it’s crucial to ask candidates specific questions related to your company’s culture. A strong culture fit can help ensure someone will stay with your team and feel a sense of belonging. Consider asking for examples of how they have achieved success through collaboration. Learn more about what they liked and disliked about their previous workplaces and assess whether your company aligns with their preferences.
Gauge Candidates’ Enthusiasm
While we can’t recommend holding out for a candidate who jumps up and down at the thought of joining your team, enthusiasm is an important factor to consider. Initial phone screenings are a great time to pay close attention to candidates’ emotional responses. Someone with the perfect background who isn’t excited by your goals for the position probably isn’t the right choice. Someone who needs to learn a thing or two on the job and is eager to take their next career step might be. It’s important to watch out for overly enthusiastic candidates as well. Individuals who push to start as soon as possible may not stick around for as long as you’d like them to.
Partner With Experienced Recruiters
Our recruiters help companies like yours fill specialized positions every day. Using our APEX Search Model, we send you highly qualified candidates while leaving the hiring decision in your hands. If you’re ready to level up your hiring search or you’re just starting to explore the possibility of working with a search firm, feel free to contact us—we would love to connect!