Looking to attract top candidates but don’t know how?
Maybe we can help with that. Finding the ‘right’ candidate can be difficult. There are countless people out there with amazing skillsets and great interpersonal skills, but in today’s busy world, they can get lost in the talent pool. In this article, we’ll discuss how you can take a candidate from an applicant to a hardworking team member!
1. Clearly Define the Role
Write a detailed job description: Include specific responsibilities, required skills, and qualifications that fully describe what the job will entail, leaving little room for confusion.
Highlight key competencies: Identify the soft and hard skills critical for success in the role. Pick skills that are already being demonstrated within your team, as well as technical skills that could be unique and beneficial for your organisation.
Picture the ideal candidate: Define traits and necessary experiences that align with your organisation’s current needs.
2. Showcase a Strong Employer Brand
Showcase company values: Highlight your organisation’s mission, vision, and culture within your online and offline promotional material and channels.
Use testimonials: Share stories from current employees about their experiences on your website or social media, or even client/customer testimonials that showcase your company as efficient and trustworthy.
Maintain a strong online presence: Ensure your website, LinkedIn, and social media profiles reflect a professional, appealing, and consistent image.
3. Use Multiple Recruitment Channels
Job boards: Post on popular websites like LinkedIn, Indeed, SEEK, and industry-specific sites. Keep track of different portals so you are able to access all applications.
Employee referrals: Encourage your current employees to recommend qualified candidates that they might know, or have worked with in the past.
Recruitment agencies: Partner with specialised recruiters for certain roles if needed. Outsourcing recruitment can be very effective in finding skilled professionals who can offer unique and relevant expertise.
4. Have an Effective Screening Process
Consider Applicant Tracking Systems (ATS): Streamline CV reviews and filter candidates based on keywords and qualifications. This can help speed up sifting through CVs.
Pre-screen candidates: Conduct brief phone or video interviews to confirm qualifications, and assess initial communication skills and professional conduct.
Review portfolios: For creative or technical roles, evaluate samples of work or projects with the guidance of relevant team members.
5. Assess Cultural Fit and Soft Skills
Interviews: Ask situational questions to understand how candidates have handled real-life challenges. Also assess communication, is it confident, direct, and clear?
Value alignment: Evaluate whether the candidate’s values align with the company’s culture, values, and mission.
6. Evaluate Technical and Job-Specific Skills
Skills Tests: If necessary, use relevant tests to assess technical competencies if they are crucial to the role, such as typing tests or software tests.
Hypotheticals: Ask candidates to solve hypothetical, but reasonable problems related to the job to gain insight into how they could exercise problem-solving within your organisation.
7. Nail the Interview and Check References
Contact former employers: Speak with previous managers or colleagues to verify the candidate’s experience and performance based on their interview and CV.
Ask specific questions: Focus on the candidate’s strengths, weaknesses, and typical behaviour in the workplace.
8. Streamline the Recruitment Process
Be punctual: Avoid long delays between application stages to prevent losing great candidates to competitors.
Communicate clearly: Keep candidates informed about the status of their application throughout different stages. This can be done through email, or recruitment/careers portals.
9. Offer Attractive Benefits
Benchmark salaries: Research industry standards to ensure your offer is attractive to potential new recruits.
Highlight benefits: Emphasise perks like flexible schedules, working from home, training opportunities, or a fun and positive work environment.
10. Remain Transparent but Supportive
Provide a realistic job preview: Be honest about challenges and expectations within the role to avoid potential mismatches.
Onboard effectively: Create a seamless and clear onboarding process to set the candidate up for success in the long-term.
The Key Takeaways
Finding a great candidate requires assessing soft and technical skills, cultural fits, and the potential for growth. By investing in a thorough and thoughtful hiring process, you increase the chances of selecting candidates who will excel and thrive in your organisation!
How we can Help
At People Associates, we understand that hiring the right people is critical to your business’s success. Our Recruitment services offer customised solutions that help you attract, assess, and retain top talent. We work closely with you to understand your company culture, values, and long-term goals, ensuring that every candidate is the right fit for your organisation.
Want a free consultation?
Flick us a message here – or contact Lisa Oakley at lisa@peopleassociates.nz or on 027 573 5483.
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