Statistically speaking, every corporate job opening gets 250 resumes for a single job. For your business, this means a lot of CVs and resumes to sift through in order to find the one stellar candidate that fits the role.
How exactly does your business go about recruiting for job openings in order to find that perfect candidate? Have you always attracted the right type of people you're looking to hire, or do you need a little bit of extra help when it comes to creating the best staff you possibly can? Do you need a recruitment tip or two to get things going?
Read on for 9 awesome recruitment tips from some of HR's best.
Nearly 2 in 3 employees stated that their employer did not know how to use social media in order to advertise for jobs. Many people search for jobs via the Internet, LinkedIn and a variety of other sites, so it is of paramount importance that your job is advertised via social media.
Targeting the social media ad can even help you zero in on the best of the best candidates.
You may not get the best candidates available for your job if your descriptions are lacking or inaccurate. For example, you should not purposefully omit how many hours a week the job is, or not include the salary information.
Many people won't apply for jobs if you do not place at least the base salary or range you are willing to offer for the right candidate. DOE (depending on experience) or "negotiable," are not attractive for most job seekers.
Your job description should also be honest about what the job entails. Do not hide less glamorous parts of the role. It is better to hire someone who knows all of their duties upfront than to hire someone who will quit because they weren't aware of what the job entailed.
Not all jobs need to be done in an office, and many people can work from home, especially with the Internet. Consider hiring people remotely, or allowing employees to work from home a few days a week. This can be incredibly attractive and give you a bigger pool of people to choose from.
Did you interview someone last year for a job that really impressed you but wasn't a great fit for the job they came in for? Awesome. That person might just be what you're looking for when it comes to this new position.
If someone really stuck out in your mind or someone else's mind on your team, don't hesitate to contact them with information about your newest available role. He or she can then decide if they would like to come in and see if perhaps they would be a better fit for this position.
It may be tempting to say that you only want to interview candidates with 5 years experience in sales, for example. That may be a fine prerequisite, but you shouldn't feel limited to only interviewing people who have spent their lives climbing the sales ladder.
Instead, look for people who have the experience the job requires, but also experience in other areas. While a cookie-cutter employee can bring something to your team, especially if you are looking for their specific skill set, someone with an alternate background can bring your company or team a fresh perspective.
You might consider someone who has worked in sales by selling their own products, for example, than someone who has only worked for large sales corporations.
Your employees may know someone who could be excellent at the job you have open but could hold back for fear of social repercussions. Don't let that happen, and instead, encourage employees to put forward recommendations.
While you don't have to hire the people your employees put forward for jobs, your employees will likely bring some interesting candidates. As they are already familiar with the way your office works, this is a great way to bring in fresh faces who at least one trusted person can already vouch for.
A candidate's experience is important, but a candidate's behaviors can be even more important. Finding a candidate who is thirsty and eager to contribute towards organizational success will far outweigh a candidate with 20 years of experience and no motivation to contribute. 'Ya know what I mean?
Yes, well-known universities are difficult to get into, but most of their programs are similar across the board. If your job requires your new hire to have a JD, for example, consider people who went to law school at Yale as well as at your local state school.
Even if candidates didn't get the job, you should always follow up with them. Many businesses now simply never call the person again if they decided not to hire them. Of course, you don't need to have a pour-your-heart-out session with the person, but you should thank them for their time and coming in for the interview.
This is especially true for a candidate you might want to keep your eye on for a future role. If you ghost them, they may feel your company doesn't care and would not consider reapplying.
When looking for candidates, the best recruitment tip that can be offered is to be honest and open with your candidates. Don't hide aspects of the job or downplay a lower salary. Be upfront, and your prospective employees will thank you, not to mention be more likely to stay with the job after being hired.
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Disclaimer: HR Branches provides general information about Human Resources. Please note that the information provided, while reliable, is not legal advice. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make sure your legal interpretation and decisions are correct for your location and circumstances. The purpose of this information is for guidance, ideas, and assistance on general HR matters.
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