Home / Talent Acquisition / Getting People on Board: How Best To Recruit

Getting People on Board: How Best To Recruit 63

A New HR Discovery Blog Post

Recruiting is always a tricky business.

You spend a great deal of time, energy and money in getting the right people to the interview. After hours of questioning and pondering, how do you choose the right person? And even after you’ve chosen, how do you know you’ve got it right?

Next time you’re seeking to recruit, what you need is a strategy.

1. Job description

First and foremost you need to be clear about what is involved in the role you are looking to hire for. This is critical because, unless you know what skills, experience and attributes you need, the chances of finding them are remote.

Also, without a clear job description, how can a candidate evaluate whether this is the right role for him/her?

So, invest the time necessary to prepare a clear, short job description covering the responsibilities, experience and expertise required, and an outline of the main tasks involved in the job.

2. Strong offer

In a strong economic climate, candidates may be offered many roles and they can pick and choose the one that most appeals. In such an environment, it’s essential to put together a strong offer and communicate it well to your candidates of choice.

A strong offer doesn’t just include pay (although that will be a major part of it). It includes issues such as holidays, working hours, working environment, training and opportunities for progression. If you’re seeing a number of candidates that you like but none is accepting your offers, you may need to look again at whether the package is attractive enough.

3. Recommendations

Where do you find candidates?

A great starting point is to ask for recommendations. Ask people you work with and admire. They may know people who might be interested. Ask you customers and suppliers. People who you know will usually only recommend someone who they think would do a great job.

Another good source for finding potential candidates is LinkedIn. If you invest time building your profile and connecting to people, you’ll soon find you have a strong on-line network who you can also ask for recommendations. You can also use LinkedIn’s search facilities to identify and contact people doing the same job that you’re hiring for, in other organisations. Apart from your time, this is a free way to identify potential candidates.

4. Job Boards

Job Boards can be very effective. There are many on-line sites that charge companies a relatively small fee to advertise their jobs. Thousands (or even millions) of candidates search these sites when they’re looking to move roles. Depending on your industry and profession, you may even find that there are specialist job boards that focus more specifically on the types of candidates that you are searching for.

5. Recruitment Agencies

Consider approaching recruitment agencies for help. Although they may be more expensive than other options, their objective is to save you time and speed up the hiring process. They can do a lot of the legwork themselves and present you with a shortlist of the best candidates on the market. This can be a great approach for anyone who is cash rich but time poor.

There’s a real skill to recruiting, and, like most skills, it can take time and experience to get it right. In the mean time, get hold of a recruiting strategy that works for you.

Part of that strategy could be to follow the advice of entrepreneur Nolan Bushnell: “hire for passion and intensity; there is training for everything else”.

(c) New To HR.

The following two tabs change content below.
Heather Foley

Heather Foley

Consultant at ETSPLC
Heather Foley is a consultant at www.etsplc.com. ETS has been a partner to some of the world’s most respected companies since 1989, delivering specialist consultancy and leading edge technology in the following areas: employee research and engagement, leadership development, 360° feedback, performance management, and talent and succession planning. ETS takes a bespoke approach to every project to ensure that all clients get their ideal survey solution. ETS doesn’t have templates and nothing is off-the-shelf. Every programme created is specific to the client, ensuring real value is delivered.
Heather Foley

Latest posts by Heather Foley (see all)

Leave a Reply

Your email address will not be published. Required fields are marked *