Ask candidates what they don’t want

• This helps both you and the jobseeker in understanding the possibilities that could happen if they look at the opportunity in a different way.

Cut through the hype with personal questions

• As great as it is to hear about the jobseeker’s accomplishments and awards, it can begin to seem fake and impersonal.
• As a Hiring Authority, you want to see the person underneath the resume.

Hire with the whole company in mind

• Each time you hire someone, it will make an impact on the entire company. You want to hire someone who can help you grow as a company , but also has resilience and talent.

Improve your jobseeker pool when recruiting

• Invest time in developing relationships with recruiters.
• Have current staff actively participate in industry professional associations and conferences where they can meet candidates for your company
• Look at online job boards for jobseekers, even though they might not be actively looking
• Check out social media sites like LinkedIn for potential jobseekers.

Hire the sure thing

• Hire the jobseeker that can hit the ground running.

Be known as a great employer

• It builds your reputation and brand.
• This will help with jobseekers wanting to work for you.
• Be sure to acknowledge the following
  • Retention rate
  • Motivation
  • Accountability
  • Rewards
  • Recognition
  • Flexibility
  • Work-life balance
  • Promotion
  • Involvement

Use your benefits to your advantage

Use your website

• It shows your Vision, Mission, and Values for your company.

Prioritize jobseeker experience

• Jobseeker experience is the first interaction a potential employee with your organization and its culture
• If the experience is poor, it could possibly create a poor reputation for your company.
• If the experience is great, it will make the jobseeker see that your company cares for its employees.
• Whether or not they are hired, the jobseekers that were interviewed will still have great things to say about your company when they have a good experience.

Have a great offboarding process

• Just because someone is going to be terminated, doesn’t mean it needs to be on bad terms.
• Past employees can be a source of referral for potentially new jobseekers.

Use modern technology

• Skype
• Face Time

Value quality over quantity

• Would you rather have 2 exceptional jobseekers or 4 who are “just okay”? By hiring those who are not in the top tier, you will most likely spend more time training and guiding them.
• Spend that extra time and effort to hire the top performers.

Ask better questions

• Your questions who remain relevant to the position you are trying to fill.

Make a plan

• Plan out your business’s long-term strategy and budget.

Be specific

• Look at your job description. Make sure it is targeted and comprehensive for the position you are trying till

Prioritize intelligence over experience

• While experience is necessary, don’t discredit the jobseekers who are capable of learning quickly
• Sometimes TOO MUCH experience can backfire.

Set onboarding goals

• Companies can increase their retention rates by establishing strong onboarding procedures
• Making an extra effort to nurture the jobseeker’s development will help you building a strong, longer-lasting team.

Article Sources:

https://www.glassdoor.com/employers/blog/secret-recruiting-tips/

https://www.thebalancecareers.com/top-tips-for-successful-employee-recruiting-1918953

https://blog.bonus.ly/10-simple-recruiting-tips-youll-be-happy-you-learned

https://www.forbes.com/sites/deeppatel/2017/03/22/5-tips-for-recruiting-the-best-employees/#23fee7062512