7 Tips to Recruit the Right People for Your Company

1: Be aware of your company’s and candidates’ needs        

Before anything else, you must determine what your company is all about. You need to understand your hiring needs, understand your candidate persona and clearly define what your Employee Value Proposition.

Knowing your candidate persona will help you clearly define the qualifications you need for the people you want to build your company with. Know what attitudes, mindset, skills and goals you need them to have. Know your company’s values, vision and mission. This is what you’ll need from the beginning until the end of the recruitment process.

2: Spread the news

Let people know that you have job openings. There are many ways to do that.

First, you can post your opening on employment websites. Job seekers find it easy to use those sites because they can easily access and be accessed by HR recruiters. They can create their profiles and take online skills tests too wherever they may be.

Employment websites may indicate the deadline for application, the number of co-applicants, and if the employer has viewed their application, letting the applicants know whether they can keep an eye on that company or not.

Second, use your own career site. Your career site should be the best source of information about your job openings, about your company’s culture and your Employer Brand. People consider web design and content, and of course, the experience from visiting your site, which could affect your appeal.

Third, implement referral programs. Employees in your company surely know what your company is all about, and they’re the perfect people to suggest potential co-employees. They most likely have colleagues in the same field so it’s another way to recruit.

Fourth, join a job fair or conduct a career day. This may be a bit financially costly since you might go to schools and other locations to set up a booth. It allows you to have an instant face-to-face encounter with interested applicants who might have questions.

Fifth, contact potential applicants from your talent pools. Inform candidates from past job postings, and see if they’re available and/or interested.

Sixth, post it where people are: social media. Social Media recruiting is one of the top recruiting trends in 2018. 

3: Specify your job posts

Wherever you promote your job opening, make sure that you give complete, correct and specific information. Don’t give vague and confusing details.

Answer all possible questions of job seekers like the degree finished required, job responsibilities, personality traits, working hours, benefits, location and salary range.

Be specific as this will help you eliminate candidates who are not a good fit for your company. 

4: Plan and structure your job interviews

Every successful recruitment strategy has well planned and structured interview processes. You may find a set of achievements, experiences, skills, seminars attended and such, but there’s always something greater beyond the résumé.

An interview allows you to get to know more about the person behind the keyboard who applied to your company online.

You see their vibe, their speaking manner, their facial expressions and physical qualities too – which can highly affect your acceptance or rejection of them. Remember, you can learn a lot from your candidate’s body language.

Ask the right interview questions. Prepare standard questions so you’ll see how different people answer them in their own ways. It will make comparing easier.

5: Conduct tests and assessments

 You can see skills test results from job websites, but it’s a different thing if they do tests in your office and not at home or at their comfortable and usual space. Tests could be written, virtual or verbal. Give clear instructions and indicate an expected finishing time, but don’t put so much pressure on them.

6: Properly communicate with applicants

Candidate Relationship Management is extremely important and necessary to recruit the right people. Keep in touch with the job candidates at every stage of recruitment. Confirming the receipt of their application and that you are currently reviewing it is a big thing for job seekers waiting for responses.

Immediately tell them additional requirements, and let them know how long it will take for you to get back to them at every recruitment phase. Get back to them when you said you will. Don’t leave them hanging. Communicating well with them is a good impression of your company regardless if they end up being rejected or accepted.


Written by nigeriahow

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