Hiring the best candidates who are smarter than you are. Whose talents surpass yours. Give them opportunities for growth. It’s the smart thing to do,

“Hiring people is a form of investing. You have to do your research and make sure you are spending your resources on the right pick.”— Warren Buffet

Everyone knows that talented employees are inevitable to the success of an organisation. If your firm has the brightest and the most creative minds, then you can win all the corporate goals. But while employing skilled team members to innovate and produce excellent results is a prerequisite of success, it is equally essential to avoid ill-equipped and poorly performing players. After all, a chain is only as strong as its weakest link.

Unfortunately, bad hires are an all too common occurrence in the business world these days. But where are managers going wrong, and how can they avoid hiring ill-equipped candidates? At the end of the day, how will they provide the company and clients with candidates that are going to make an impact? Read the blog further to know how great recruiters succeed in picking out the ideal candidate.

“Hiring people are like making friends. Pick good ones, and they’ll enrich your life. Make bad choices, and they’ll bring you down.”— Jason Fried

How to succeed in recruiting the ideal candidate?

• Keep the big picture in your mind

Have a clear strategy about your company in mind that you can refer to whenever you are looking to fill a position. You can keep it on a sticky note, typed in your smartphone or simply note it on your memory. When learning about a potential candidate, thoroughly check if their character, skills and experience are the best fit for leading your organization to grow. Ask yourself, “Will this person help my firm reach our ultimate vision?” If you can’t assuredly answer yes, it’s time to keep sourcing.

• Dig Deeper

We all know that holding the right skills is not sufficient to qualify a candidate as the right hire. As a recruiter, your job is to hunt down the candidates who are not only qualified for the job but also fit for the company culture. Ask the right queries and don’t be hesitant to dig a little deeper in the interview process. Identify which values or characteristics your successful employees commonly possess, and then develop interview questions that help pick out the candidates with similar qualities.

• Think outside the Box

Emphasize the job requirement rather than the skills. If a candidate has previously worked in a similar job, they probably have the skills or the ability to learn it. So, instead of listing every skill your candidate should possess, clearly explain the key job expectations. It will help enhance your talent community by including a more diverse group of candidates with diverse expertise and backgrounds without sacrificing the quality of hire.

If you want to recruit passive candidates, you need to figure out how to target them effectively for a career move. Try to visualise the career story of your top three ideal candidates.

• For which roles did they apply before?
• What are the skills they possess that made them a perfect fit in the current position?

Once you have answered these type questions, you will have a clear idea of how to make your job postings resonate with inactive candidates.

A company should limit its growth based on its ability to attract enough of the right people.”— Jim Collins

• Improve yourself constantly

Master and strengthen all your sources for candidates. It includes raising the yield and quality of applicants coming in via your job posting efforts. To do this, relentlessly analyse what makes a job posting compelling, try new marketing tactics, test your actions and use what you have learned to strengthen your job ads. Also, stay up-to-date on the latest recruiting news and best methods so that you can leverage the information.

• Nurture your Talent Community

Regularly reach out to candidates in your Talent Community to examine what’s new with them, if they have gained any new skills, or if they have referrals to suggest from their personal network. You can keep in touch with the new and old contacts via the phone, email, message, or physical gatherings. The amount of input you invest produces a corresponding volume of output. That’s why it’s so crucial for recruiters to create and sustain connections with their Talent Community, past clients and alumni.

The main outcome is that you need to initiate communications to enhance awareness for your positions. So, become an exceptional networker, who is proficient in recruiting passive candidates.

• Track Metrics

Identifying the results of your attempts every day is the best way to improve your hiring practices. Utilize analytical tools that help you comprehend your recruiting initiatives from a high-level perspective. By reviewing cutting recruitment metrics, you can decipher which recruiting strategies are working and which are not. Then, you can rearrange your efforts to maximize your ROI.

• Be Proactive

Instead of concentrating entirely on current open requests, start thinking about the future recruiting needs of your firm.

• Are specific departments growing?
• Are any leaders planning on leaving soon?

Based on your firm’s expectations, start developing a robust talent network of prospective candidates who would shine in the roles that may become available. As a result, you will be prepared to the source once the organisation decides to hire for the vacant chair.

Becoming an excellent recruiter takes persistence, strategy, and the passion for connecting organizations with the right candidates. If you have the determination to succeed, coupled with the right tactics and tools, you can start aggressively honing your recruiting skills today. Try incorporating these seven recruitment best practices into your day-to-day functions to improve your actions and produce great results.

“Lots of people want to ride with you in the limo, but what you want is someone who will take the bus with you when the limo breaks down.”

— Oprah Winfrey

Reach us for Hiring the best candidates with the leading Recruitment consultancy at Hand Phone: +91 7795547089 or Email us at team@bssrecruit.com.