5 Keys to Recruiting and Hiring Your Ideal Job Candidate

As businesses are hiring employees back, I thought it appropriate to repost an updated blog I posted perhaps a year ago. The concepts and strategies are as relevant today as back then.

Many business owners I've spoken with recently have experienced challenges in finding and hiring top quality talent. They have relied on the traditional recruiting techniques and processes which are expensive, slow and often don't result in hiring the ideal person. These owners often say “there just isn’t any good talent on the market”.

I disagree and know good talent is available. The talent is out there but most owners don’t know how to attract it. Rather than saying “there isn’t any good talent on the market”, they should be asking, “how can I attract the great talent that’s out there and entice them to look at my company?”

I approach recruiting and hiring differently than the traditional techniques. The 5-point recruiting and hiring process I teach has proven to be successful around the world in attracting and hiring top quality talent.

The elements of my process can be broken into the following 5 areas:

Step 1: Identify what will attract the best candidates (normally they’re working for someone else). Today’s recruiting environment necessitates that you look at your job posting or advertisement through the eyes of the potential candidate. What can you say in your posting that will attract your ideal candidate?

Before you think about creating a job posting you need to:

  • Establish what your ideal candidate “looks” like. I’m not referring to physical appearance but rather the skills, both personal and technical skills and talents they possess. Don’t just focus on their technical skills. So often owners don’t include the personal traits they want…end result they hire a technically sound person who is a cancer to the team or costs the business customers.
  • Establish the roles and responsibilities of the position. It’s important to have thought through the role to ensure you look for those skills, talents, and personal traits essential in your ideal candidate to perform the tasks assigned to the role?

Step 2: Market the position using multiple strategies/advertisements/headlines to attract your ideal candidate. Building a job posting that solely recites job requirements – hours, certifications, work experience – is boring to the reader and may have worked when jobs were scarce, but doesn’t work today. Create a compelling vision for your business that highlights where the business is going…its destination. Include that vision in you marketing and job postings to give potential candidates a reason to want to learn more about your company.

If you’re interested in hiring quality team members, you have to build your posting with the intent of creating excitement and curiosity about your company in the minds of potential quality candidates. Ask yourself, would this posting interest an employee who is happy in their current job? Remember, your ideal candidate is probably working for someone else so your posting has to appeal to them.

Step 3: Screen the responses from your posting with the goal of advancing only those candidates who would be ideal. Do not sacrifice your standards just to fill a position. What’s your process for screening the resumes or applications that are received? Do you use the old laborious technique of reading each one and either accepting or deleting the application? How efficient is that? The answer is; It isn’t.

Are behavior assessments part of your screening process. How about competency or skills tests?

Additionally, paper resumes don’t provide insight into the personal qualities of the candidate. I can show you a way that’s far more efficient and effective in de-selecting those candidates who aren’t your ideal.

Step 4: Interview candidates using a system that creates time by efficiently, accurately and quickly refining your choices. How many hours do you and your team consume in conducting separate interviews? What are you looking to assess during the interviews? How deep do you probe with questions? How do you structure your questions to lessen the likelihood of a BS response? How much time do you spend on assessing the candidate’s personal characteristics? Or, are you solely focused on their ability to perform the job?

The traditional interviewing process consumes large amounts of time, in total. There are ways to shorten the process by making the interviewing stage of hiring more efficient. I’ll be glad to discuss with you.

Step 5: Onboarding new employees in a way that helps retain them while taking less of your team’s time is critical. I’ve seen too many instances where owners hire and then almost ignore the new team member during their first weeks. How you treat the new hire during their first month on the job is critical to their longevity working for you. Yet the tendency is to believe that once they’re onboard you, the owner, don’t need to spend much time with them. That’s so wrong.

Business owners must adapt to a labor market characterized by scarcity and stop using outdated techniques, that worked when the labor pool was much larger. Your ideal candidates are working for someone else. So, you need to create compelling reasons why your ideal candidate should contact you when they’re happy in their current position.

Owners typically also need to become more efficient throughout the entire recruiting, hiring and onboarding process. New processes are required that when adopted, can dramatically reduce the overall length of time consumed finding and hiring your ideal candidate, while at the same time increasing the likelihood of you making the right choice.

Business owner, if you’re open to learning more, then let's have a discussion. I have an entire process that been proven to result in good hires while spending less time. I’m be glad to expand on these 5 elements with you and explore improvements you can make in your recruiting/hiring process.

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