The job market is currently quite difficult for many companies. Finding the right people to fill a role can be quite a task as unemployment rates drop, and the economy grows. So how can you make sure you get the perfect people to fill that important role?
Use as many sources as possible
Years ago you didn’t have much choice when it came to finding someone to fill a role. You could go to the local newspaper, maybe put an advert in a trade magazine, or if it was a high power position, perhaps a large advert in a broadsheet. But now you have an array of choices, and you should make the most of them.
Some agencies hire social media experts to seek out and find the best places on Facebook, Twitter and Internet forums to find people who will fit the roles they have. Others use all the job boards they can become members of, but there’s even more you can do.
Depending on the type of job you’re recruiting for, you could look for related websites and forums where ideal candidates hang out. Very often you’ll find links to the profiles of some of these people. If you like what they’re saying, just click on their profile and check them out. If they have a profile, then it may give you enough information for you to get in touch with them and ask them in. Some of them might have a personal blog that you can visit and read some more, or even a link to their social media profiles.
You could even advertise on the forum itself. Some site owners are very open to this, and it makes their site look great to have other companies advertising there, so don’t be shy, approach the owner and ask them.
Get the job description right and make it specific to the role. Don’t use generic terms as this will likely end up with generic CVs being sent in.
Remember that people will tune their CVs and application letters to suit the role, so if you make the description too generic, the people who apply will use generic terms. They will attempt to give details that offer a broad appeal, and this means you’ll end up with lots of people to interview, none of whom fit the bill.
It may sound counterintuitive to be specific, because this obviously cuts down the number of people who can do the role, however if you’re clever with where you post your adverts, you can still find someone to do the job. Another benefit of being specific is that you’ll also be pre-qualifying people.
Don’t leave it too late
If you know someone is going to leave, start the recruitment process straight away. Don’t be tempted to leave it until the week before they’ve gone or even wait to see if you can cope when they’ve left. Remember that the person you hire will need to hand their notice in too. If there’s a gap between one person leaving and another joining, it may be harder for them to pick up the job. This is even worse if it’s a customer focused role where continuity is vital.
Don’t Rush the process
If you leave it too late (see above), you might be tempted to rush the process and end up getting the wrong person to fill the job. Trying to fast-track any recruitment could be very damaging to the business as you just won’t have the time to ensure everything is thought through.
For example, can you really bang out a job description in a morning, without talking to the correct departments, getting it all checked out and then sending it for proofing? If you have a large organisation, then there’s every chance you’ll have set procedures to follow – make sure you follow them.
Likewise, if you start interviewing knowing that you have a day to fill a role, you may be tempted to take someone simply because they bothered to turn up. Even though it’s a rush, you still need to be sure they can do the job. When we’re on the clock, the temptation to take anyone just to fill a role is too great.
Take your time, stick to procedures and ensure you get someone who can do the job, not just warm a seat.
Don’t be fooled
Some candidates can be excellent in the interview, but terrible in the job. There are courses that people can take to help them handle interviews and ace them every time. However, if they’ve spent all their time doing that, they might not be up to the task at hand.
Check everything out. Don’t rely just on CVs or just on the interview, take references, get as much information as possible and ensure you’re totally happy with everything.
Sometimes you can be reasonably sure you’ve got the right person, but there’s some nagging doubt about something. Don’t let this linger and become a regret after they’ve been hired. Get on the phone and ask them before you offer the job. It’s much harder to get rid of someone after you’ve signed contracts.
You should naturally check references. However, sometimes you get something back that doesn’t quite sit right, so don’t be afraid to follow up. There’s a fear by some bosses that they can’t give a bad reference, but this isn’t entirely correct. They can provide an accurate reference that includes the fact a person was disciplined or consistently late, but they have to be careful about opinions. If a boss gives a reference that is based on opinion, and the candidate doesn’t get the job because of it, there’s a potential for them to sue.
Read between the lines and follow up. If you’re not getting much out of the referee, maybe give the candidate a call and ask some probing questions. You’re about to pay someone an awful lot of money to do a job for you, don’t guess or “expect it will be OK”, make sure they’re the right person from the outset.
Also, get on social media and find out what they’ve been up to. Yes, snoop. If you’re unsure about how to do it, hire someone to do it for you.
People say and do all sorts on Facebook and Twitter and it can be an eye-opener to find out what they say openly. For example, if it turns out that they’ve been disparaging about their current employer, do you really want to bring them into your company?
Hopefully, you’ll get someone who is ideal for the job and also able to do it. They’ll fit in with the organisation and help you build or company up to become one of the best. However, the person you hire might turn out to be terrible. They could destroy morale, and you could end up having to get rid of them.