Career Testing
Career Testing
Career Testing
RECRUITMENT / MAY. 20, 2016
version 9, draft 9

5 Steps to Recruiting the Right Candidate

It makes sense you want to recruit the best of the best at your company but doing so requires some time and effort. Are you willing to make it happen?

Finding the right candidate for the job can be difficult, time-consuming and quite expensive. But, spending time and effort coming up with an effective recruitment strategy to approach skilled jobseekers is essential to make quality hires that will positively contribute to the development and growth of the business.

This becomes more evident when you take the time to calculate the costs of a bad hire. According to International survey by Robert Half, choosing the wrong candidate can lead to a decrease in productivity and sales. Moneywise, employers estimate that a bad hire costs them about a thousand dollars, and statistics from the U.S. Department of Labor show that the wrong choice equals about 30 percent of an employee’s first-year earnings.

See Also: Advantages and Disadvantages of Online Recruitment

In order to help you make the most of the recruiting process and recruit the best fit for the job, here are the five steps you need to take.

1. Decide on a Selection Process

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First, deciding on a selection process is vital for hiring success. This needs to be done so that you can determine how much time it will take you to find and recruit a new hire. The best approach to take is to allocate the time and dates of applicant screening, interviews and make sure you offer candidates a clear, quick and consistent selection process. For each position the recruitment process is likely to be different but as long as you have a clear plan of how you want to proceed you are on the right track.

2. Think About the Person Criteria

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At this point, you should decide what skills you expect the right candidate to possess. Considering the role as well as your company culture and work environment, you should determine the personal criteria needed for the job. This should help you make an informed decision regarding a candidate’s suitability and decide whether or not they are a good fit for the position.

3. Create the Job Advert

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The job advert gives you the opportunity to attract the most qualified jobseekers, provided that it is a good advert. For this, you will need to create a thorough job description and explain what the responsibilities and daily duties of the role are. This is where you refer to what you expect from the job applicants in terms of skills, experience and knowledge. For the job advert to work, you also need to present your company as the ideal place to work explaining what sets you apart from other employers.

4. Conduct Job Interviews

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After posting the job advert, you should expect a lot of jobseekers to apply for the job. Whether you choose to carry out a face-to-face interview or phone screening, your approach largely depends on the position – how complex and difficult the requirements are to find, as well as how thorough you want to be when assessing candidates’ skills. As far as it concerns interviewing, the best type of questions that reveal the information you want about candidates are behavioral questions which encourage the candidate to expand on an answer and provide specific examples instead of relying on a yes or a no.

5. Perform Background Checks

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Lastly, this is the time when you perform your background checks on candidates who successfully went through the interview and showed some real potential. Background checks are necessary because they can give you essential information about candidates that you wouldn’t easily get from looking at their resume or during an interview. So when you need to decide between two candidates, background checks can help you choose the best fit.

Finding the right candidate is probably going to cost you a lot, but both your time and money will be put to good use. That said it is important to ensure you make quality hires that will prove to be a valuable addition to your team.

So, what’s your plan for recruiting qualified individuals? Let me know in the comments section below…

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