Landing that perfect candidate for your team is like hitting the jackpot in the hiring world, but the road to recruitment nirvana isn’t always a smooth one. Sometimes, you’re sifting through resumes like a detective, hoping to uncover a hidden gem, and interviews can feel like a rollercoaster ride of hopes and doubts.
So, how do you navigate this maze of finding the right fit? Let’s break it down.
Who are you looking for?
Consider the type of personality that would thrive in the job. A long distance lorry driver needs to posess different character traits from a customer service advisor who is taking lots of phone calls and troubleshooting problems. Consider also the general ethos within your company. Are you all about that laid-back creativity, or is it more of a high-energy, fast-paced atmosphere? Jot down a wishlist of traits and skills that your dream candidate would have.
Don’t forget about those near-misses from previous job inverviews. Maybe you had a shortlist of great people and the second choice was very employable but missed out to the person you picked for the job. If they are still seeking employment it’s worth getting in contact – they might just be waiting in the wings for their moment to shine.
Create a great advert
How do you craft that killer job advert?
Start with the job title. Make it very specific to the role so that you can be found easily. Candidates will use search terms based on their desired job title, so it’s important to use the right words.
A job description should be brief. Keep it short and sweet – nobody has time for an essay, and don’t be shy about listing out the must-have skills and qualifications. Whether it’s a master’s degree or just a knack for thinking outside the box, lay it all out there. And speaking of laying it out, be upfront about what the job entails. Nobody likes surprises. Whether it’s burning the midnight oil to meet a deadline or the occasional boring task, honesty is the best policy here.
Now use that list you crafted at the beginning with all the right personality traits and title it ‘skills and experience’ or ‘the right candidate will possess…’.
Make sure you show all the perks and benefits that come with the job. If you are advertising online you will have a lot of competition and showing all the great things you can offer will make you stand out. These can be things like free parking on site, casual dress code, social company events, cycle to work scheme, hybrid working or employee discount.
Don’t forget to show the salary or the hourly rate. To not include this in your advert will potentially alienate some good candidates.
Imagine this advert as your personal pitch to potential candidates. Just as you invest thought and effort into advertising your product, channel the same energy into finding the right people.
Be the best interviewer
Now, onto the fun part – the interview. Shake things up a bit and invite your candidates to see where they will potentially be working. Introduce them to the team, and see how they interact. You could even demonstrate one of the processes they will have to deal with and invite their opinion. It’s like a sneak peek into their future, which will give them a good idea of what your company is like and will give you an opportunity for some soft questioning before the sit-down interview begins.
Once you are settled into the actual interview, start with a casual question about their hobbies. It’s a good way to break the ice and they will feel more relaxed with a question that they can answer easily. Follow up with another question about their hobby but ask them to teach you something about their favourite passtime. Their response will tell you a lot about their communication style and how passionate they can be about something they love.
Ask them what they know about your company, and whether they had already heard about you. If they are an existing customer or they love your product. This is a great start, someone who loves what you do will be enthusiastic and want to learn. If they haven’t reasearched you before their interview ask some questions about their career ambitions to understand why they applied for the job.
Most candidates will expect some tough problem solving type questions, and will probably have a prepared answer, but consider giving them a small role play test too. Most people will feel a little self conscious (so allow for a few nerves here), but this will be a good way of testing how good they are at thinking on their feet.
The final decision
You will probably get a feel during the interview of who will be going onto the short list. If you have the time, why not do a second interview with a colleague who can give you a second opinion. The right person should stand out and give you a good feeling. If no-one gives you the right feeling consider re-advertising. There is nothing worse than hiring someone out of desperation. You won’t be doing yourself any favours. After all, finding the right person is worth the wait.
In the quest to find the perfect employee for your business, remember that thoughtful planning pays off. Investing time and effort into your search is a wise move. A great employee isn’t just a hire; they become a valuable asset, contributing to your company’s success.