Are you looking for a new collaborator or collaborator for an important role in the company? Finding the right candidate is very important, as employees are the basis for creating a solid and successful company. Nowadays, job advertisements are posted on special sites or on professional social networks. Read on to learn how to select the best candidates for your company.
Steps
Method 1 of 2: Active Selection
Step 1. Select the personnel from your employees
One of the best ways to find an ideal candidate for a new role is to consider existing staff who have already learned business practices and have already earned the trust of colleagues. This would save you a lot of time and the risk associated with hiring new people. Think carefully about who among your employees might have the necessary qualifications and motivation, and then propose to them to apply for the role.
With the help of the managers of the various sectors, create a list of the most important qualities that you think the candidate should have. Examine aspects such as attention to detail, experience, level of education and flexibility of the person. Your collaborators can suggest the qualities that would make the ideal candidate for the specific position, indicating the right person among the staff already present in the company
Step 2. Encourage spontaneous applications
Letting your employees know that you are looking for someone for a new role is an effective way of getting applications from people who know the company well. Even if the proposals come from third parties, you will be sure that you have ideal candidates, as no one would risk proposing people who are not qualified for the position.
- Employees in similar roles have good connections in the company's field of activity, and can suggest friends or colleagues who are qualified for the role and free or looking for new opportunities.
- Send an email that includes a job description and request that it be forwarded to all personnel who are qualified and interested in applying.
- Offering incentives to those who propose the right person can encourage people to take seriously your search for an ideal candidate.
Step 3. Use business contacts
Sometimes a new position is best filled by someone from the outside whose role starts from scratch. You can use your contacts for recruitment, rather than asking complete strangers to apply directly. Call colleagues you have worked with over the past years who can understand your needs and help you find the right person. Ask them directly if they have an ideal candidate in mind.
- During the selection phase, you can contact friends and colleagues for information on the experience and references of candidates.
- Colleagues and acquaintances in the workplace can also suggest you which sites or fairs would be useful to attend to find the ideal candidate.
Step 4. Make your company and the proposed position perceived as interesting and inspiring as much as possible
Finding great employees is a speech, but to attract the best candidates, the most prepared and motivated ones, you will have to offer something interesting in return. Here's how to get their attention:
- Highlight the description of the work environment. Explain what a typical working day looks like, and provide details about the corporate "personality". Describe the positive aspects of working for the company.
- Offer attractive pay and benefits. While this does not always guarantee the possibility of hiring the person, it certainly contributes to the result.
- Make the role look prestigious and intriguing. These two factors are great incentives for the best potential candidates. Satisfaction in the workplace comes from feeling respected and having the opportunity to learn new things, achieving excellence despite unforeseen events and obstacles.
- Offer things that are not offered by other companies. Flexible hours are an advantage that not many companies are ready to offer. Allowing employees to work from home and take time off as needed are some things that make the working relationship special.
Step 5. Create a pool of candidates
Continue to schedule periodic interviews and keep information about candidates who have interesting characteristics, even if you don't intend to hire them right away. This guarantees you a number of potential candidates for any new roles as the need arises.
Increase the number of potential candidates by asking them if they have any people to propose. When you contact a candidate, or check the list of references provided, ask for more information about their work history. You may be able to hire the current candidate's former executive
Step 6. Use social networks
Select staff using an online service, such as LinkedIn or other specific sites that feature profiles of industry professionals. Many job seekers use similar sites to find jobs that reflect the candidate's abilities.
Even if an ideal candidate is already busy, there is no harm in arranging a meeting to get to know each other in person. You can discuss the employment and see if there is interest on his part. Even if not interested, the interlocutor could provide you with useful contacts
Method 2 of 2: Passive Selection
Step 1. Write a nice introduction about the company
The most qualified personnel want to work for companies that are interesting and stimulating, and the best candidates will avoid deepening contacts with companies that come up with boring or poorly written texts, even worse if with mistakes. Your company description must be very captivating, present the field of activity correctly and completely, and describe fully the role that the person you wish to include in the workforce will play.
- Write down the details that make your company better than others in the same industry.
- Write the company mission. Emphasize your business goals, whatever they are.
Step 2. Try to show the corporate personality
Potential candidates love to understand what the proposed work environment might be like. By best describing the work environment you ensure that you attract the candidates who are best in tune. The content and the choice of terms you use must make it clear what kind of person you are and the relationship you propose to the new potential collaborator.
- If your company is structured and formal, choose correct terms and calibrated for the occasion.
- If, on the other hand, you run an informal and creative company, you can use free and playful language to indicate to candidates that a strong personality is part of the requirements for the position.
Step 3. Describe the role you are looking for
Start with the job, associating some basic requirements that can indicate to the candidates the minimum qualifications expected to fill the role, with the aim of minimizing the applications from those who are not qualified. Then enter a detailed description of the intended duties, including general and specific responsibilities.
- Make the job interesting, but truthfully address the less agreeable points involved in the assignment. For example, if you want to hire an office manager, perhaps you want a person who knows how to coordinate a team in an impeccable way, and at the same time who can take care of the supplies of consumables or the periodic renewal of the environments. Candidates who do not fit into the most "humble" jobs will avoid proposing themselves.
- Don't go overboard with specific requests for more than 5 key points of experience or training. If you add too many specific requests, you risk alienating potential candidates who could easily learn the jobs even without having specific experience in the matter. Work ethics and personal motivations are often just as important as qualifications or experience.
Step 4. Provide application instructions
Request a resume and cover letter, as well as any other attestations or documents you deem necessary, as examples of projects the candidate has worked on in the past. Add your contacts and information to submit applications. If needed, add formatting and forwarding information.
How a candidate submits documentation can reveal aspects of the person. If a candidate can't follow your simple instructions, maybe they shouldn't be hired
Step 5. Publish your ad on recruiting sites and search engines
The benefit of publishing the ad on the net is that it can reach many potential candidates. The downside is that you will certainly receive a lot of applications, and you will have to make a selection starting from a huge number of resumes. Since you will still receive many applications, carefully choose the most qualified sites to publish your research so that it reaches the most suitable candidates.
- Publish the search on the company website, on a special "job opportunity" page. This helps to put you in contact with candidates who have taken the time to explore the site, rather than with people who have accidentally read the ad.
- Publish the research on company forum sites, and on specific selection portals for the sector or the intended tasks. For example, if you work in the film industry, post your search on sites that are read by insiders.
- Publish your search on generic job posting sites only in case you want to have a lot of applications. You need to know right away that some applications will be useless and will be a waste of time.
Step 6. Try paid listings
Larger companies can purchase advertising space to differentiate their hiring searches by making them more prominent and attractive. In fact, using advertising space to post job searches is becoming more and more fashionable for most modern companies.
Step 7. Choose the best candidates and start interviews
Once you've received an adequate number of applications, it's time to choose who is best qualified for the role. Look for resumes of people who have the experience, ability and personality you are looking for, and then schedule personal meetings with a limited number of candidates. At this point you will be able to make an informed choice about who represents the right person for the job you propose.
- If you discover that the applications you are receiving are not exactly in line with what you want, pick up the ad you published and modify it making it more consistent with real requests.
- Be patient and complete as many interviews and interviews as possible in order to select a person who will surely fill the role with good results. It's easy to feel pressured during the selection process, but methodical work will ultimately give you the right result.
