Hiring Employees

8 Tips To Find And Hire Quality Employees

Employers can hire well qualified people with less effort, less time, and less money. Here's what you need to now to find, interview, and hire the best candidates.  A few of your employees have moved on for various reasons, so now you find yourself in need of quality help. You post up a job description and it doesn’t get many hits to say the least. There are many reasons why this may be.

You could have been too ambiguous in what you’re looking for, maybe you made the description too long, or perhaps you didn’t make it compelling enough. Either way, you’re going to need to make a few changes in order to bring in the candidates you want.

The good news is that the job description is only one part of the recruitment process. There are several other methods you can use to bring people in.

1. Use Technology to Your Advantage 

One of the easiest ways to get the word out about your job opening is by utilizing technology as you should be. You can post your opening to social media. Followers will either apply for the position themselves or share the post so their friends have a chance to apply.

You can put pictures and videos on your page so potential candidates can get a feel for your work culture. You can pay to have your opening be a sponsored job on Indeed. This will keep your job within the first page of search results.

You can also take advantage of recruitment software. Some programs will do the entire prescreening process for you to speed things along.


2. Open Your Mind 

So, you've got two resumes sitting at your desk from pretty qualified candidates. One of them is from someone who graduated top of their class from an ivy league school. They've participated in a ton of extracurriculars and even done a few internships.

The second resume is from someone that's graduated from a school. Not necessarily Harvard. They've held down a few jobs but all of them have been management positions in various forms of retail.

Many employers would toss the second resume in the garbage and go with the first candidate. This is a mistake because you could be tossing out a great employee.

The first candidate's credentials may look nice on paper but you have no idea how they will perform in your workplace. It's a better idea to give them both the interview if you're interested in them. The second candidate may surprise you.

3. Put an Employee Referral Program in Place 

If you have a great team of employees already, it may be worth it for you to put an employee referral program in place. Hard-working, well-performing people usually surround themselves with the same sort of company.

The employees you have now can bring these great candidates to you and will be more than willing to do it. Especially if you make it worth it. Hold a contest, offer prizes or pay raises to employees who send a friend your way.


4. Work on Your Job Descriptions 

If you're too vague with your job description or it's dull and multiple pages long, you're not going to catch a candidate's interest. You've got to make the job sound like something anyone would love doing even if it's mundane.

Use a specific title so applicants know what they are getting themselves into before they apply. Make sure the job summary is interesting so you catch their attention right away.

Include a list of the daily activities and duties that the candidate will be performing if they get the job. Add in the skills that they will need to have, the education required, and the sort of personalities you're looking for as well.

5. Dust-Off Old Resumes  

Think back to previous applicants. Was there one that stuck out to you but didn't make the cut? If so, it may be time for you to revisit them now. Call them and ask if they are still seeking employment.

If they are, don't be afraid to ask them if they would like to come in for an interview. Chances are they may have been through a job or two since last you spoke and are even more qualified for your opening now.

Stack of Resumes

6. Have Another Employee Sit in the Interview

If you're hiring for your IT department, for example, it may be a good idea for another person in your IT department to sit in on the job interview. They are familiar with what it takes to get the job done and will know what questions to ask and what answers to look for.

It's also just good to have a second opinion on a candidate. They may have seen something in them that you didn't.

7. Prescreening Potential Employees Helps 

One way to speed up the recruitment process is to prescreen with telephone interviews. It allows you to ask potential candidates questions and narrow down your search to only the most qualified.

You'll also get a feel for how they will fit into your work culture and if their salary expectations meet up with yours.

8. Always Check Employee References 

Many employers skip out on checking references but this is a bad idea. You want to call the references that candidates include in their application.

Talking to past instructors and employers can give you a better understanding of an employee's work ethic. You don't want to miss out on that opportunity.

Finding and Hiring Top-Quality Employees 

Are you looking for qualified employees to fill your job opening? You'll need to write a compelling job description to get people interested and know how to handle the recruitment process. Try out some of these methods to fill up your team with the best employees possible.

In need of dependable recruiting software? See our review of the best recruiting software. Click below to get started.

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Author: Hudson Piccini

Hudson Cynar, a Harvard University alumna and the owner of three prosperous enterprises, is a distinguished business consultant, author, and writer. Her expertise spans multiple business sectors, with a particular emphasis on storage containers, commercial copiers, payroll services, and medical billing software. Dedicatedly investing thousands of hours into product and service research, Hudson crafts insightful reviews to guide entrepreneurs in making informed decisions for their businesses.