Finding and hiring the right candidates can be tough. Sometimes the applicant pool is inexperienced or the ideal candidate takes a job somewhere else. Other times, the hiring process fails to identify who the best candidate would actually be. As any company that has hired the wrong individual can attest, failing to find the best candidate can cost the company thousands of dollars as all of the money spent on recruiting and training a bad employee essentially goes to waste—and the cost doubles as the process begins again. To avoid this costly scenario, remember these five strategies:
1. Spend More Time Networking
Current employees are one of the best resources for finding the right fit for the position, because the employees understand the company well and know their friends and families well too. Encourage employees to refer their friends and to keep in touch with connections they feel are “A” players. Seek to maintain a database of 20 people you could reach out to at any given time with a job offer, regardless of whether they are currently looking for a new job or not.
2. Write a Detailed Job Description
Vague job descriptions that don’t provide any details of what the worker would be doing from day to day tend to detract highly qualified candidates and instead draw in applicants that aren’t qualified for the position. This is the fault of the employer, not the job candidate. A job description that read something like, “Seeking a highly motivated individual to work in a team environment,” could be for any position from janitor to executive. Since the description is so vague, applicants will tend to assume that it is a bad job that possibly won’t give a reliable paycheck. On the other hand, a clear description will attract the right candidates and deter those who won’t be interested in the duties of the job.
3. Improve the Interview Process
Interviews don’t exist just to make sure that the candidate actually graduated from high school and dresses appropriately; they’re actually an important step to see how motivated a candidate is, and how well they will fit into the company culture. As such, many employers need to improve the questions they ask during the interview. Asking a candidate to describe a time they were motivated by something is not effective because everyone has been motivated by something, sometime. Instead, talk about a problem the company is facing and see if the employee can jump in and have a discussion about it. See the interview as trial period to see what it would be like working with this person, rather than as an awkward speed dating round.
4. Hire the Job Candidate that is Smarter than You
Managers like to be the smartest person in the room, but in order for a company to grow, it needs smart workers, not those who simply follow the managers lead and can’t think for themselves. You can’t be the best at everything, so instead, make your company the best by hiring people who are smarter than you in a variety of areas.
5. Be a Great Place to Work
Let’s not forget that top candidates will never accept an offer from a company with a bad reputation or stifling customer culture. Work on making your company one of the best places to work through the use of a rewards program and taking care of your employees with competitive pay and benefits. If your company establishes itself as the ideal place for creative, hard working people, the top talent will come to you.