Our Top 8 Tips For Finding The Right Employee

Finding the right employee is an essential aspect of every company's operations. For long-term goals, it should be part of the business strategy. And it is unavoidable whether you’re a small or large business.

To land top prospects, you must invest a lot of time and resources in your recruitment process. Skilled job seekers will not apply for your vacant position if you don’t match their values. In fact, more may even quit right away.

The post-pandemic has led to the Great Resignation, where over 4.5 million Americans voluntarily quit their jobs. That can further complicate your ability to get the right employee.

But no need to worry; you can get top-quality talent using creative recruitment tips and strategies. Let’s explore some of the top tips you can use to find the right employee.

1. Invest in Applicant Tracking System (ATS)

Top talent doesn't stay on the market for long. This is because they have many offers from different companies.

That’s why your hiring process should be fast and easy to stay ahead of your competitor looking for the same talent. But a speedy process alone does not guarantee you’ll get the right talent.

Your recruitment tech stack must be right too. The right applicant tracking system (ATS) speeds the hiring process and provides valuable insights. But it does more than that. An ATS recruitment software helps source talent, evaluate potential, create offers and hire—all in a single window.

This cutting-edge tool will make sorting through applications a lot easier for you. It will also give you more time to evaluate and engage with the finest prospects on a more personal level.

There are a lot of alternatives, so do your homework and select the most exemplary recruitment tracking system.

2. Build Your Internal Talent Pool

When there's only one position to fill, it's normal to get torn between two or more capable candidates during the hiring process.

It's difficult to let go of qualified candidates. Especially if you know that they'd be a fantastic fit for your business. However, this doesn't imply that you will lose them forever.

You can still save them in your database for future vacancies. That way, you can build an internal talent pool you can call upon when the need arises. This will make it easier for you to recruit top personnel in the future.

Plus, you had evaluated them previously, so it saves you time and resources. But most importantly, it allows you to tap on the best talent you have evaluated. Hiring the appropriate people is the best way to ensure your company's long-term success.

If you follow this plan, you will always have a database of top-qualified candidates capable of filling your positions as they arise. So, you can quickly narrow to the best fit and hire immediately.

3. Consider Programmatic Job Advertising

The phenomenon of programmatic job advertising has spread throughout the marketing sector. It's advantageous for larger firms with dozens of job openings, applicants, and hiring supervisors to manage.

This marketing tactic uses recruitment management software to buy, post, and improve job listings.

Programmatic uses browser data and sophisticated algorithms to serve the right ad to the suitable job seeker at the right time.

Assume you're searching for a junior digital marketer interested in HR technology with a passion for movies and music. You can use programmatic advertising to find the ideal candidate by ensuring that your ad shows up on platforms that this type of candidate frequents.

With the software's precise targeting choices, you can find more applications on a smaller budget and from a bigger prospect pool.

Talk of quality within a budget. Like digital marketing, you can now target your ideal candidate. No need to waste time and resources going through unsuitable candidates.

You can easily waste your job ad spending if you don’t do it right. It is easier to hire faster and smarter with programmatic recruitment advertising. It takes you where your ideal candidates are.

4. Improve Your Interview Process

A smooth and efficient interview process will impress candidates and help your hiring strategy stand out. You should tailor interviews to specific positions to get the most out of each session with a potential recruit.

Take time to learn about the positions and ask questions that will aid in finding the best job candidates.

Don't use prepared questions that don't reflect your company's culture or the experiences of your personnel. This is your chance to convey your beliefs and understand what matters to the candidate.

Personality tests or other measures that provide insight into a person's soft skills are also valuable.

According to a 2019 LinkedIn survey, 92% of hiring managers believe soft skills are more important than technical skills.

Group interviews are another way to improve your interviewing process and get the right employee. This is an excellent method for assessing how potential candidates interact with coworkers. It also helps determine how well they might fit into your current team.

5. Create Job Posts That Reflect Your Company

A detailed job description in your job posting can help guarantee that the right people apply for the job. A general post with specific details can help you set the expectations you want from a job candidate.

You can use an augmented writing tool that combines statistics and predictive analytics. They will help you determine what type of writing is best for your company and culture. It will also help you attract a broader range of candidates.

This method can help you limit your prospect pool because individuals will only apply if they believe they meet the requirements.

6. Consider an Employee Referral

Put an employee referral program in place in your organization to help find the right employee. With this technique, current employees can refer qualified individuals for open positions.

Employees that take part in these initiatives should receive rewards. Employee referral strategies also aid in the recruitment of a more diverse workforce.

You can educate your team on the value of diversity and reward employees who recommend candidates who bring a diverse perspective to the team. This is a fantastic way to identify the best employees through diversity recruitment.

7. Check Compatibility

You don't want to hire someone who isn't a good fit for your company culture because either party will end up regretting it. Employee experience and brand image are both influenced by company culture.

So, before hiring someone, make sure they're a good fit for your firm. Examine the candidate's social skills and whether they will get along with the current employees.

Hiring an employee who isn't a good fit for your company will make them feel uneasy. It can also lead to a bad working experience and affect the company's working environment.

You can learn more about their suitability skills by asking about their previous work and how they handled business clients.

8. Leverage Social Media

The use of social media in the search for the right employee is becoming prevalent. This is because a huge chunk of the workforce today are already millennials and even Gen Z pools.

You can use social media to post job openings, recruit candidates, and reach out to potential employees.

Several companies have found the right employees using this method of recruitment. Make sure your company's values and brand are reflected in your social media presence.

Take Away

These are a few simple tips you can leverage to get the right talent for your business. Employees should be an asset, not liabilities. But, getting the wrong talent can turn them into a liability.

The above tips can help you get the right employees. Start with the right tech stack for your recruitment process. It will speed up the hiring process and enhance efficiency and performance.

Ultimately, you get only the top qualified talent that fits your business needs and culture. And that’s how you create an asset out of a talent pool. Ensure your talent is an asset you can depend on to drive value in your business.

About the Author:

Dan has hands-on experience in digital marketing since 2007. He has been building teams and coaching others to foster innovation and solve real-time problems. Dan helps LogicMelon with building links and developing its content strategy. During his free time, you can find him behind the lens taking pictures and traveling.

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