There is always a lot of pressure to fill a vacancy, but finding the wrong candidate is worse than finding none at all – it means having to start over again in a few months. Here are a few tips so you can find the right candidate quicker and more efficient.
Lack of preparation
Make sure you have a full understanding of the job description before you post a job advert. This can be done by meeting with the appropriate manager to plan strategy and together, review the job description to get the perfect fit.
Getting the duties right gives you the power to get the hire right. What are the most important responsibilities of the job? What do they do daily, weekly, monthly, annually? What experience, skills or degree is required? Having that information is key.
Once the description is up-to-date, ask the manager for characteristics they believe a candidate will need to be successful in the slot. Is meticulous attention to detail necessary? Is the team very laid back and looking for someone who will fit in? Is a positive attitude needed to work with difficult customers? These qualities are not easy to spot on a resume, but can be sought during the interview process, helping you find just the right fit. It’s all about the prep!
Casting a narrow net
You post your jobs in the same old spots and guess what? The same candidates apply over and over again. It might be time to cast a wider net as this gives you a broader applicant pool. And more choices are always better than fewer. Opening the door to a larger variety of candidates can also help you diversify your staff with a wider range of skills, experience, and points of view.
Using your website to post openings is great, but only if people come upon your page at the right time. You need other sites to drive traffic to yours, to your Facebook page, your Twitter and LinkedIn accounts, all at the right time. Using a resume feeding system is just what you need to broaden your options when hiring for one specific opening, or for bringing in volume when you’re hiring for a lot of similar roles.
Not having a long-range plan
Hiring someone to fill a current need can help you through a busy time. However, unless you’re hiring someone on a temporary basis, you need a long-range plan for that employee beyond your immediate need, including how you plan to develop him or her, and how he or she fits in with your company’s long-range plans.
Making promises you cannot keep
It can be a very costly mistake to make promises that are not well thought out. Know ahead of time what you can and cannot offer a prospective employee. If you continually fail to follow through on your promises, even if it truly is with the best intentions, you will eventually be viewed as either a liar or ineffective.
Failing to check references
They look great on paper, they interviewed great. Everyone along the way in the hiring process is excited for them to start. But are they really who they seem? Some people interview so well, you wonder if they got so good at it by doing it so often. Others don’t have the skill set to “sell” themselves, but they have the skills to perform.
The last step is reference checking before compiling his offer letter. Why start a relationship with someone you can’t trust? Checking references – every single one – is necessary to make the best choice possible.