How to Find the Right Talent

How to Find the Right Talent

Some managers don’t look at the finer details when it comes to hiring... as in all things in life, the answer to success in good hiring practices is in a blend of several activities and getting them right means that your business can grow and thrive. 

Job Description and Person Specification 

Many companies still issue brief job descriptions and don’t put much though into breaking the role down into manageable and measurable responsibilities, KPI's and competencies. This helps guide the Person specification (what experience, qualifications and competencies the candidate should have to succeed). This gives the interviewers more structure and guidance when asking questions and assessing candidates. It becomes a framework for establishing which candidate will fit best. It takes time and yes we are all busy! 

Create and use competency based interviews 

Interviews score low on reliability (if the same interview is run again and again do you get the same results) and validity (does the interview measure what it is meant to measure). By using proper interview skills (Competency based interviewing), scoring candidates, and using questions derived from the job spec to structure their interview, interviewers get much better consistent results. Measuring candidates against one another for the same competencies helps find the best candidate. Don't run into an interview half cocked, prepare an interview checklist and use it.

Master Your Employer Branding

Be familiar with every touch point your brand has with the outside and digital word. Your website and social media showcases your brands identity. Searching for you online is the first action people will do when interacting with your company. You know where they are going to find you, so control the tone, the message and what they see. Don’t underestimate the power of pictures and video.  People interact with photos and video more online than written material. It is too difficult to gain an understanding and perception of your company from words alone. So it is important to visualize your company as much as possible for potential applicants to process. It is important the outside world gets an insight into your company. It is great to show what you are about and what your culture is like. A blog can allow employees to talk about their workday, departments, events or simply why they work where they do. Experiences from real employees give a high level of authenticity and trust that no marketer can create. Make sure your Linkedin profiles are updated and sell your management team as good leaders to work for.  

Make being responsive to candidates a priority

This issue happens a lot with companies. Loads of applicants apply to a position and they are only replied to months down the line, if at all. It’s important to reply to every applicant to ensure your reputation is held high in the job market. Applicants who are not suitable now, may be once they have gathered more experience. It’s important that these promising candidates of the future see your company in a positive light.

Get your hiring managers in line how to sell the company and sell to everyone

People buy enthusiasm. If your hiring managers are not selling the company effectively then candidates may not be interested in accepting offers. It is important to sell to everyone, even when the candidate is patently the wrong fit. You want these candidates to be ambassadors of your brand by telling others how much they want the role or how disappointed they were when they didn't get it. We live in a networked age. People talk. 

Get a good recruitment partner 

You were expecting this one. But your brand and internal team alone will never access the breadth of the market that a good recruitment agency can access. The very nature of an agency is to work with candidates to find what role will excite them and then present relevant options, making it quick and easy for good candidates to manage their job hunting.  A good recruiter should get to know your business, culture and the competencies required in a candidate. This way they can add value to the business and over time this partnership strengthens. It should get to the point that when the recruiter calls you about a candidate they are excited about, you organise to see the candidate without needing to see the CV. You know they get it. This means that great talent can be funneled to your business while you are hard at work. This relationship standard is what we strive for at RECRUITERs and it is what we use as a measure of success with a client.



About the Author

Brian McFaddenThis article was written by RECRUITERS Director Brian Mcfadden. Brian has over 20 years in recruitment. 

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