7 Simple Recruiting Tips To Hire Only The Best Talent

Posted by fernando on May 05, 2015  /   Posted in Uncategorized

It seems that a high number of companies don’t feel satisfied with their recruitment activity within a short span of time, probably because they had to hire people in a quick way and that didn’t allow them to make sure to hire the right ones. Or maybe a lack of expertise in recruitment caused bad choices… no matter why, what really makes the difference is to be able to understand the crucial role of recruiting for business and how to improve.

recruitingMost Typical Hiring Problems

One of the most annoying aspects of bad recruiting is that companies have to hire new people over and over without to find the perfect talents they are looking for. It’s not because those perfect talents don’t exist in this world, but it’s simply because you can’t look around the right way so you go on missing precious opportunities for your team and business.

Employees are actually a big part of a business venture, they can reach your professional goals and make your business surpass any competitors or they can struggle to meet your requirements and make all the process slow down irreversibly. Well, everything relies on how good you could hire your employees.

Easy And Quick Tips That You’ll Love

So, let’s say that you want to try again and to see if you can find the right people for your team of employees. It’s actually important not to give it up after failure… you never know, maybe the right people is about to knock your company’s door next day!

Here is a quick and practical list of tips that you’ll find to be very handy and that will improve your recruiting straight away:

  1. Trust your instinctcandidates
    Often times, the simplest and most intuitive strategies are the best. If you judge a candidate to be an amazing person in a few seconds, that’s a sign that will be a good employee for you. Encourage your candidate to talk about their education, life, hobbies and maybe you will also find out that you have something in common. For example, many recruiters discovered to be registered on the same online casino with their candidates and that they both love same casino games online!
  2. Experience
    Keep in mind that beyond personal facts, hobbies and free time activities, your candidates should be able to tell you something about their experience. Let your candidates show you their past works or their referral. Longstanding employees should always be preferred as they can assure you a stronger stability in your team.
  3. Find out about offboarding facts
    It’s true that many candidates come after bad work relationships, but that’s not a rule of thumb. Find out if your best candidates have a positive offboarding process. It’s useful to understand more about the way that candidate left their previous job and why. A positive offboarding is almost always a good sign for a positive onboarding experience.
  4. Go modernrecruiting tools
    Not all recruiters of our days use modern tools to maximize and rationalize their recruiting activity. Especially if you have to handle and meet dozens of people, it’s useful to use specific recruitment tools that help you select the candidates’ skills and education and orient your attention to the best ones. For example, you may want to try Calendly, a new tools that help organize meeting and recruitment data.
  5. Collaboration
    Many recruiters do their job themselves, without anyone else. That’s not always the best solution. If you have someone else with you while recruiting you can ask for an extra opinion on the candidate and come to a more objective choice (many recruiters end up to choose candidates according to their emotional status). Let your co-recruiters tell you what they think, they might bring to light aspects of that candidate that you didn’t consider at all, for example.
  6. Job posting
    One of the worst thing is to be too evasive when writing job posting. As a result, your potential candidates might misunderstand the job and apply without to be aware of what it is. Spend some words more and make a good description of your job offering, so you’ll be sure to be attracting the right people.
  7. Quality over quantity
    Some candidates come with a ton of past job experiences… does quantity really work for you? Don’t let you impress by many job unless they all were completed successfully. Be more focused on quality, it’s actually better one only excellent job rather than hundred poor jobs.

Finally, keep in mind not to get bad candidates’ hopes up – it’s better to tell them they’re not cut out for your company so you can focus on the best talented people around.