13 Recruiting Tips to Find the Ideal Employee for the Role
By Indeed Editorial Team
Published July 13, 2022
The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.
Recruiting ideal candidates for any position requires experience and an understanding of the best practices for enticing new employees. The goal of recruitment is to find a dedicated employee who plans to remain in the role for the required amount of time. By reviewing recruiting tips, you can cultivate an approach that accommodates all legislation and identifies a suitable set of candidates that is likely to include a suitable individual for the role. In this article, we provide a list of 13 recruitment tips that you can use to design your hiring strategy.
13 recruiting tips to find the ideal employee
The following recruiting tips can help you generate an effective hiring strategy for any industry in any sector:
1. Identify your goals
As a recruitment professional, the first step in any hiring process is to determine what you require from the recruit. Whether you work independently or through a job placement company, it's important to be clear about the essentials of the role. Establishing a fixed definition for the employee position ensures that the position's requirements are clear, and you receive inquiries from qualified candidates. This enables you to focus on promising leads, rather than having correspondence from strong candidates become diluted with other inquiries.
The outline functions as a rubric against which you can judge prospective hires. Keeping the description consistent across all job advertisement platforms can help you obtain the trust of potential recruits who research the position on multiple sites. When the majority of the responses for your advertisement are relevant, it can save you time by letting you focus on candidates who are more likely to meet the position's expectations.
2. Set a clear timeline
Deadlines are an important aspect of recruitment. In many situations, professional recruiters seek temporary personnel to cover maternity leaves or other short-term absences. Other companies aim to recruit an individual that has specific credentials and experience to resume the duties of a newly vacant job. All situations require a clear timeline that states the closing date for the position. It both incorporates a sense of urgency and creates a schedule that you can use to structure the hiring process.
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3. Establish your target audience
Research the candidates for the position by identifying your target demographic. A job is a product that a recruiter sells to an employee. In turn, the candidate performs work that offers a specific value and receives compensation for those tasks. Identifying the people who are likely to have an interest in the role involves a balance of research and logic. Many job applications include a survey or personality assessment as one of the first parts of the project. It can help determine the positions the candidate can fill, and their interest in the role, and provide a general personality assessment.
4. Research optimization techniques
Once you know the target audience, you can target individuals that meet your specific requirements. For example, you can determine that you seek a professional with at least two years of experience and an accounting certificate to perform the duties of a payroll professional or bookkeeper. Optimizing your advertisement involves researching keywords and content that relate to the specific positions. Incorporating proper headers and popular phrases into your content can help you reach your audience using an organic approach.
5. Consider alternative advertising
Every company has a budget for onboarding, including the recruitment hours that contribute to identifying, interviewing, and vetting a candidate. In certain situations, particularly if it's a position that requires niche skills, such as expertise with ships in a bottle, you can use paid advertisement approaches. This approach has an upfront cost, but it can offer significant benefits if you have a tight deadline. It can also assist in having your recruitment tools reach a broader audience. The paid media drives initial traffic, and in an ideal situation, this boost in traffic promotes more engagement with your job postings.
6. Connect through multiple platforms
To authenticate a job posting, many candidates look for a listing on more than one platform. Some candidates choose to apply directly through a site while others rely on the privacy that career search engines offer. When you incorporate multiple platforms, including applicable social media, landing pages on your website, and list the job on several boards, it increases the probability of reaching a suitable candidate.
7. Respect the work of all employees
Recruitment requires involvement in the work of any trainees that you assign to a position. While under your purview, it's important to create a respectful environment that shows appreciation for any recruits. Even if someone isn't suitable for the open position, behaving professionally and kindly can lead to a future placement. Recruiters identify professionals with skills that suit a role and showing genuine respect for those competencies can create a positive workplace culture.
8. Take the initiative
Most successful recruiters establish platforms for candidates to take the initiative and apply for the position. The other aspect of recruiting is more active and involves seeking out suitable professionals. There is a wide range of networking software and job search platforms. Candidates who make a resume available for prospective employers indicate an openness to gaining employment. By making the first point of contact, using a trusted platform, you can actively recruit while your passive efforts continue to function in the background.
9. Identify recruits that perform at a high level
Once you receive responses to your job listings, you can identify the candidates that can already perform at a high level. By reviewing the objective statement on the recruit's resume, you can quickly assess what positions they can fill. Taking the initiative to speak with high-level professionals can help you network and recruit for a position. Even if the professional isn't currently seeking employment, they likely know others in the industry and can help you connect with an ideal candidate. Consider that the more experience a recruit has, the higher the salary expectations.
10. Determine which recruits you can train
There are many applicants who meet the requirements but don't always present as ideal candidates during the application process. In many cases, it's a communication issue relating to the cover letter or the resume. Unless the recruit requires communication skills for the position, candidates with substandard resumes can make well-suited employees. In some situations, language barriers occur, or the candidate has little experience with job applications. Look at the facts of the resume and aim to identify the potential in prospective employees.
11. Consider all applicable legislation
There are many laws that apply to the recruiting and hiring processes. Some are federal, such as human rights regulations. Others vary according to the province, with some setting firm rules in terms of working hours, scheduling, and pay rates. Ensure that any position you advertise meets the regulations of both the recruitment agency's province and the location of the position. If the role is remote, also consider any rules that relate to the province or territory where the recruit lives.
12. Ensure a mutual benefit
Employment is the exchange of time and skill for money, and it can be temporary, full-time, part-time, or contract work. In a balanced marketplace, the employer gains the benefit of the effort and time of the recruit, helping contribute to the company's net profits. In turn, the employee receives monetary compensation, and in some cases also benefits, vacation pay, stock options, or other perks.
The recruiter is the liaison between the hiring manager and prospective candidates. By connecting compatible candidates and employers, the recruiter receives a small portion of the employee's paycheque for a short period. To show your value as a recruitment professional, make the benefits clear to candidates by showing efficiency and access to exclusive job opportunities.
13. Remain decisive
Especially when recruiters balance the approaches to advertising the position and assessing candidates, there are usually many recruits. Most recruiters consider applicants chronologically, communicating with earlier applicants before those who apply later. Maintain your closing date and wait until that time to stop receiving resumes. You can still connect with candidates during this period and close the posting if you find a suitable recruit. Decisiveness helps you identify a solution and maintain confidence in that decision. It can help recruiters increase efficiency and earn more through making effective job placements in a timely manner.
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