How do you go about finding the right people for your business? A lot of people I speak to don’t really know where to start.
Using recruitment agencies or advertising companies to promote your roles or seek out potential candidates can be a great help if you’re unsure how to do it yourself.
But before you pick up the phone to your agency of choice, have a look at my top 10 tips to finding the right people.
With a bit of planning and a better understanding of how to target and communicate with potential candidates you can save time, money and effort. You can get more from your agency if you know the right questions to ask. And you can improve the quality of your candidates.
1. Go fishing
The best people for the role may not be actively looking for a new job. You might need to go looking for them. Tools such as Linkedin and CV mining can be a good way to fish for high quality people who haven’t seen your job advert.
2. Be loud and proud
Be really clear about who you are as a company – good and bad. The same goes for the role itself – be honest about what the job entails – good and bad. You want potential candidates to know what they’re getting into, warts and all.
3. Be on brand
Make sure any advertising and communications reflects your company’s style and voice. Whether it’s the job advert, an email confirming interview details, the follow-up after an assessment centre, everything needs to be consistent and true to what your company is all about.
4. Say what you want and don’t want
Know what you’re looking for in your new recruit – the experience, skills, behaviours that you’re after. Then be clear about this in your literature and advertising to help people sift themselves out of the game. That way, you don’t waste time doing it for them.
5. Spread it about
Make sure you advertise in more than one place to give yourself every chance to find someone good. Try a mix of media e.g. job-boards, Twitter, Linkedin, traditional/industry/specialist press. If using an agency be inquisitive about how they’re getting your message to your target audience.
6. Prepare for lots of interest
What are you going to do if you get 300 applications in two hours? Panic? No, because you’ve planned for it. You’ve already worked out some basic criteria that you’ll use to sift out applications thereby enabling you to reduce numbers to a manageable level.
7. Prepare for no interest
What are you going to do if you get very little or no interest. Panic? No, because you’ve got a plan B. You know the minimum number of people you are prepared to choose from. Below that and you’ll have to rethink how you advertise the job. You might even have to rethink the job itself.
8. Put in place the right support
Recruitment is time-consuming so make sure you’ve got the right support, whether that’s someone receiving CVs and email queries on your behalf, giving you HR/legal advice, writing advertising copy, doing telephone interviews etc. Planning is half the battle to make best use of your time.
9. Be speedy!
The best candidates find a new job quickly. They won’t hang around if your recruitment process moves at a snail’s pace. Look at how you could reduce the time to hire and schedule each stage of the recruitment process before you advertise.
10. Be imaginative
You are, after all, trying to attract the best person to your job and your business. It can feel a bit like finding a needle in a haystack so, as long as it’s legal, don’t be afraid to try something new. No-one wants to look boring! No one wants to work somewhere boring!
What other tips do you have for finding the right people? What’s worked for you?