With so much talent out there, hiring the perfect candidate is not easy. More so, it’s not just about looking for the best skill set, it’s about seeing how well the candidate fits with the company’s culture and values.
There are so many technicalities involved, meaning that new-age HR managers need to be able to strike a delicate balance between science, psychology and art to find the best possible talent. And, if not, you’ll quickly become familiar with the expense that it costs the company every time you hire somebody new.
Here are five strategic ways to help you hire the best possible candidates for your company:
- Carefully create job descriptions that target a selective bunch of candidates
It may seem easy at first, but when you’re getting frustrated with the influx of underqualified applications, perhaps it’s your fault. Poorly written job descriptions can lead to stumbling blocks, which could ultimately lead to impulse hiring that will have a negative effect on your company. If you want to target a stronger pool of prospects, you need to be more specific when writing your descriptions.
Another tip is to write your descriptions around present and future-facing opportunities for both parties. By doing this, you are opening up the opportunity for candidates to apply who feel they can serve your company for years to come, based on the current skills they have. Make sure you include everything you want your potential candidate to have and don’t rush the process.
When a position opens up, the need to fill that position is usually quite urgent. But as much as you want to create a seamless, personalised hiring process, you still need to make sure that it is strategic and systematic at the same time. Set up a checklist for hiring an employee. Whether it’s your first potential candidate or one of many candidates you’ve already interviewed, when you have a checklist, it will help you to keep track of your recruitment efforts and it will help you change your questions accordingly.
- Steer away from generic interview questions and rather focus on behaviour-based questions
Modern-day HR management courses teach you about employee relations on a whole new level. Recruitment and talent management goes beyond Google’s most viewed interview questions and has become more focused on employee behaviour and attitudes in general. You need to learn how to conduct interviews that are based on the prospect’s behaviour. Remember that most people rehearse questions and answers to make sure they’ll be successful in their interview. Too often HR managers are looking at surface-level standards, but it’s the questions that throw them off-guard which are the ones that will determine whether or not someone is fit for your company.
- Try not to base your decision on social media profiles
As important as social media is, try not to check out your candidate’s profile before you’ve interviewed them. Screening without any background knowledge will ensure that you can make an unbiased decision, based on what you think of them in person. Once you start looking into social profiles, you start avoiding people because of what you ‘think’ and view their personal values to be. It also starts to become opinionated, which is not what professional hiring is about. If you do feel the need to analyse applicants on social media, stick to LinkedIn because it’s a professional platform.
- Wisdom over judgement
When you receive an application for a job, don’t scan through it and look for the most important skills (or judge it for that matter) before you discard their application. Be open-minded when it comes to applications, and don’t base your decisions on someone’s image or personal preference. After all, it’s about weighing up all your options to see who is the best fit for the company and of course the specific position the job is being advertised for.
- Accept the fact that recruitment selection is a long-term process
Mastering the perfect hire is a selection process that will take years to get right. Impulse recruitment and selection can be detrimental to the company, so don’t perceive it to be a short-term process. By creating an effective employer brand, with the best talent, companies need to adopt a future-driven approach that requires constant change, learning and improvement. This process requires HR to eliminate the ‘filling-of-positions’ approach and to look for prospects that will benefit the company in the long run.
Before you can start hiring new talent, you first need to perfect your existing pool of employees. Create an environment that is so valuable to your existing employees that they become your brand ambassadors to help attract stronger candidates, much like themselves, to help your company succeed with the recruitment process. In order to achieve this, HR managers need to be forward-thinking with their recruitment strategies. Before finding the ‘perfect’ candidate make sure it’s the ‘perfect’ place to work.