How to Get Quality Candidates
Tips for Business Owners and HR Professionals
It’s no secret that finding quality candidates is difficult. In fact, it can be downright daunting for business owners and HR professionals alike. Not only do you have to contend with a competitive job market, but you also have to worry about the ever-growing skills gap. And if that wasn’t challenging enough, there’s also the issue of attracting top talent to your company.
According to a recent study by Glassdoor, 67% of job seekers say that a company’s reputation is important when considering whether or not to apply for a job. So if you want to attract quality candidates, you need to make sure your company is putting its best foot forward. But how do you do that?
It's very important to HIRE Right and keep a pipeline considering the last minute drop outs,multiple offers,abnormal hikes and abrupt withdrawals of candidates
Here are a few tips for business owners and HR professionals on how to get quality candidates:
Social media is a powerful tool that can be used to reach a large audience of potential candidates. Use platforms like LinkedIn, Twitter, and Facebook to post job openings and share company updates. You can also use social media to share positive employee testimonials and company culture videos.
Some of the ways to use social media to attract quality candidates include:
Employee referral programs are a great way to tap into your company’s hidden talent pool. In fact, according to a study by the Aberdeen Group, companies with employee referral programs are 2.7 times more likely to find high-quality candidates than those without a program.
If you don’t have an employee referral program in place, now is the time to start one. Offer incentives for employees who refer candidates that are ultimately hired. And be sure to promote the program through your social media channels and company website.
Keeping a strong brand and employee Friendly culture all across will certainly make it easier to attract a good talent pool
There are different types of recruiting technology available that can help you find and attract quality candidates. For example, applicant tracking systems (ATS) can be used to track and manage job applications.
Recruitment marketing platforms can be used to create targeted campaigns that reach a specific audience of candidates. And sourcing tools can be used to identify and contact potential candidates.
Some other types of recruiting technology to consider include:
Partnering with a staffing agency is another great way to find quality candidates. Staffing agencies have the resources and expertise to help you find the best candidates for your open positions. They can also provide temporary workers to help you fill gaps in your workforce.
When partnering with a staffing agency, be sure to communicate your company’s culture and values. This will help the agency identify candidates that are a good fit for your organization.
Assessment tools can be used to evaluate a candidate’s skills, abilities, and personality traits. They can also be used to compare candidates side-by-side to find the best match for a particular position.
Some popular assessment tools include:
Phone screenings are a great way to weed out unqualified candidates. They can also be used to identify candidates who may be a good fit for your open positions.
When conducting phone screenings, be sure to ask about the candidate’s experience, skills, and abilities. You should also ask about their availability and interest in the position.
Video interviewing is a type of interviewing that allows you to interview candidates via video conferencing. It’s a great way to save time and money, and it’s also an effective way to screen candidates.
When conducting video interviews, be sure to ask about the candidate’s experience, skills, and abilities. You should also ask about their availability and interest in the position.
Your job descriptions should be clear, concise, and compelling. They should also be accurate and up-to-date.
When writing job descriptions, be sure to include information about the position’s responsibilities, qualifications, and salary range. You should also include a link to your company’s website. This information can help you attract qualified candidates to your open positions.
Job boards are a great way to reach a large number of candidates. They can also help you target specific types of candidates.
When posting your jobs on job boards, be sure to include relevant keywords and phrases. This will help ensure that your job postings are found by qualified candidates.
For instance, if you’re looking for candidates with a particular skill set, you might include the keywords “job seekers with (specific skill set)” in your job postings. This will help you attract candidates with the skills you’re looking for.
If you’ve interviewed candidates in the past who weren’t a good fit for the position, consider reaching out to them again. They may have gained new skills or experience that make them a better fit for your open position.
When considering past candidates, be sure to review their resumes and cover letters. You should also reach out to them and conduct a phone screening to ensure that they’re still interested in the position.
Even if you don’t have any open positions, it’s important to keep your pipeline full of qualified candidates. You never know when you might need to fill a position in your company.
Your candidates are your customers. And just like your customers, you should treat them with respect and courtesy. When interacting with candidates, be sure to return their phone calls and emails promptly. You should also keep them updated on the status of their application.
Some of the best ways to treat candidates like customers include:
Treating candidates like customers can help you attract and retain top talent. For instance, candidates who have a positive experience with your company are more likely to refer other qualified candidates to your open positions.
Even if a candidate isn’t hired for your open position, you should stay in touch with them. They may be a good fit for a future opening, or they may be able to refer you to other qualified candidates.
When staying in touch with candidates, be sure to send them periodic updates about your company and your open positions. You should also invite them to events and networking functions.
The best way to show candidates that you value their time is to be responsive. This means returning their phone calls and emails promptly and keeping them updated on the status of their application.
When you’re responsive, you show that you’re organized and that you care about the candidate’s experience. This can help you build a relationship of trust and respect with your candidates.
After you’ve interviewed a candidate, be sure to follow up with them. This shows that you’re interested in their application and that you value their time.
When following up with candidates, be sure to send them a personalized email or note. You should also extend an offer to keep in touch.
In order to attract quality candidates, business owners and HR professionals should create clear and concise job descriptions, post their jobs on job boards, and consider past candidates. They should also treat candidates like customers, provide feedback, stay in touch, and be responsive. By following these tips, you can create a pool of qualified candidates from which to choose your next great employee.
There is no one answer to this question as the strategies for attracting quality candidates will vary depending on the company, position, and industry. However, some tips for attracting quality candidates include:
There are a few ways that the quality of candidates can be improved:
First, identify what qualities and skills your ideal candidate would have. Then, craft a job description and selection criteria that accurately reflect these qualities and skills. Next, reach out to your network of contacts and ask for referrals. Finally, use social media and other online tools to reach a wider pool of potential candidates.
The best way to recruit top talent is by being selective in the hiring process and offering competitive compensation and benefits packages. Additionally, creating a positive work environment can also help attract and retain top talent.
Quality hiring is the process of attracting, selecting, and retaining employees who have the necessary skills and abilities to help an organization achieve its goals.
The 7 stages of recruitment are sourcing, screening, interviewing, testing, background checks, offer, and onboarding.
Some ways to improve recruiting are by being more selective in the hiring process, providing better training and development opportunities, offering competitive compensation and benefits packages, and creating a positive work environment.
Talent hire is the process of attracting, selecting, retaining, and developing employees who have the necessary skills and abilities to help an organization achieve its goals. Quality hire refers to the overall quality of the employees that are hired.
To ensure quality hires, companies should focus on attracting top talent and being selective in the hiring process. Additionally, offering competitive compensation and benefits packages can also help attract and retain quality employees.
Originally published May 2, 2019