Recruiting Strategies To Help You Find The Right Employees

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Employee recruitment is one of the many business operations that require critical assessment and evaluation. Traditional methods for recruiting employees entailed physical interviews, which appeared to be faulty. 

The traditional process only looked at the qualification bit without looking deep into the employee's behaviors, emotional intelligence, and others. Employers must, therefore, embrace integrative strategies to help them find the right fit of employees that will take their business to greater heights. 

This post will explore some of the strategies to use in the recruitment process to find the right employees. 

Assessing cultural fit

Traditional recruiters appreciate more qualifications and skills without necessarily paying attention to other factors, such as integration into the cultural environment of your business. Every company has values and a culture they would want the new employees to fit in. 

Recruiting Strategies To Help You Find The Right Employees

You may utilize a candidate screening tool, to help you strike a balance that matches the candidate to the company's work culture and value. One example would be to find out how well a candidate fits within the requirements for your company's core values. 

For example, if your company supports and sponsors the LGBTQ community, but you find the best candidate with the best qualifications has a hard time accepting other people's sexuality, then you will likely dismiss the person as their values misalign with the company's values. 

There are some strategies you can integrate into the recruitment process to avoid confusion and biases. Be sure to define your company's values throughout the hiring process. This allows even the candidates to merit their performances, whereby they could back out when they feel their values do not align with the company's.

Compelling employer brand

Organizations are categorized into two: ones that have a well-established employer brand and the ones that are still growing. The well-established employer brands already attract top talent even before they advertise for any job openings. The focus is more on the growing businesses. You must learn the basic and complex strategies required to bring you as a top employer. 

Assessing cultural fit

Creating a good employer brand entails having a non-biased recruitment process that is professional and non-discriminatory. You must create a perception that appeals to the candidates. You must stand out as an employer who values the employees by creating a healthy working environment that would foster a collaborative working culture.

Job seekers are keen to look at the news and the revolving drama in your organization. Since many organizations are already established, be sure to create a unique environment and a working culture that makes you stand out from the rest

You must show you have value for your employee's efforts and time dedicated to serving your company. This value entails offering your employees sick off, annual leaves, holidays and others.

Some organizations pressure their employees to work even when they are sick, which means poor productivity for that day. Focusing on creating a reliable employment brand ensures you attract top talent that contributes much to your company's growth.

Targeted job ads and networking

When it comes to finding the right employees, one of the most effective strategies is to use targeted job ads and networking. To create targeted job ads, clearly define the qualifications and requirements for the role. Use specific keywords that will resonate with your target audience and optimize your job listings for search engines. Consider using niche job boards or industry-specific websites to reach a more focused pool of candidates. 

In addition to targeted job ads, networking is another powerful tool in your recruitment arsenal. Building relationships with professionals in your industry can help you tap into a network of potential candidates who may not be actively looking for a job but are open to new opportunities

Attend industry events, join professional associations, and leverage social media platforms like LinkedIn to expand your network. Networking can also lead to valuable referrals. 

When you meet someone who impresses you with their skills and expertise, don't hesitate to ask if they know anyone who would be a good fit for your company. Employee referrals are often highly valuable, as they come with a built-in endorsement from a trusted colleague.

Combining targeted job ads and networking can significantly increase your chances of finding the perfect candidate for the job. So don't underestimate the power of these strategies in your recruitment efforts – they could be the key to finding that needle in the haystack

In addition to these traditional recruitment methods, integrating HR software systems into your hiring process can further enhance your ability to find the right candidates. These systems can streamline the recruitment process by automating tasks like sorting applications and scheduling interviews. By leveraging HR software systems, you can efficiently manage a large pool of candidates, keeping track of their progress and maintaining communication throughout the selection process. This technological approach complements your networking efforts, making your recruitment strategy more robust and effective. Besides that, for those working within a limited budget, there are free talent acquisition software options available. 

Incorporating paid or free talent acquisition software into your recruitment toolkit can streamline your process and help you identify top talent more efficiently. These powerful tools not only streamline the recruitment process but also offer valuable data insights that can enhance your hiring strategy. By combining the precision of targeted job ads and the relationship-building potential of networking with the efficiency of such software, you can significantly increase your chances of finding the perfect candidate for the job.

Collaborate with colleges and universities

Colleges and universities are some of the places that have fresh and top talent right from campus. They are highly motivated to enter the corporate world, therefore increasing your company's productivity. As an employer, you could take interns into your business and recruit them by teaching them about your company's and the industry's values and overall working culture. 

Collaborate with colleges and universities

When you hire new graduates or soon-to-graduate candidates, your business will likely take on fresh job strategies to achieve maximum success. Be sure to partner with colleges and universities to directly allow you to absorb the new candidates into your organization. 

You could also harness your recruitment skills to the candidates by coming up with a mentorship program to prepare them for the harsh and soft part of the corporate world. 

Behavioral-based questions

A candidate's qualifications cannot reveal past behaviors. There are many factors related to behaviors that could lead you to dismiss potential employees in the recruitment stage. You must, therefore, formulate behavioral-related questions that could help you gain insight into the candidates. Although it is not recommended to discriminate against candidates based on their past, the past really matters. 

For instance, an ex-convict who was convicted for anger and violence cases towards others will likely miss the opportunity despite them being fully qualified for the job. Highly temperamental individuals are unlikely to do well in teamwork because they lack patience and accommodative attributes towards other team members.

Instead of asking generic questions like, "Tell me about yourself," behavioral-based questions prompt candidates to provide real-life scenarios. For example, you could ask, "Tell me about a time when you faced a challenge at work and how you handled it." This allows candidates to showcase their problem-solving skills and demonstrate how they approach difficult situations

You have to practice active listening and very keen observation to notice any peculiar behaviors in the candidate's responses. Are they able to work under pressure? Are you able to collaborate and work as a team? How well do you manage your anger? Are you patient? Do you get pissed off easily? How well can you handle failure or promotions? Based on the responses given, you will ascertain which candidate is giving the right responses by looking at the behaviors as they respond. 

You could also allow the candidates to take a personality test. Personality tests are formulated in a way you cannot cook responses because the questions are not directed to certain personalities. 

Your responses group you to a certain category. When a company finds out that your personality type does not align with the job positions available, they let you know that they cannot continue with you for the said reasons.

Utilizing social media platforms

Social media has become one of the ways you can utilize it to reach a wide range of audiences. All you need to do is create a post with a well-laid-out job description and the requirements for the interested employees. 

Social media optimization - SMO

There are some pages within a social media account that solely deal with job postings. When you create job postings using social media platforms, you are likely to attract a wide range of candidates and potential employees. 

Many people basically stay glued to their screens, thus it is highly likely that your job posting will capture the attention of your targeted audience, that is, the job seekers. Social media could help you reach out to candidates globally, which is much needed, especially when your organization is international.

As you consider creating job posts for recruitment on social media, be sure to choose the ones that are likely to give you reliable and qualified employees. One of these platforms is LinkedIn. 

LinkedIn connects employers and employees through a profiling network. Employees create a professional profile that markets them to potential employers. After the job postings, you can look deeply into the candidates that showed interest and comfortably narrow down your search to those that appeal to your job requirements. 

Posting on social media platforms for a recruitment process is free. However, you may monetize your Ad to reach a more customized audience. Do not forget to scrutinize their values and behaviors on social media to ascertain their reputation won't hurt your organization.

Times are changing, whereby the employment sector will have to deal with Gen Z. This is a generation that appreciates integration into the company's culture that must be friendly and accommodative.

New employees could offer you valuable insight into what they should look out for when it comes to recruitment. Ensure you embrace a servant leadership kind of strategy even throughout the recruitment process to guide the job candidates on the requirements.

About the author 

Peter Keszegh

Most people write this part in the third person but I won't. You're at the right place if you want to start or grow your online business. When I'm not busy scaling up my own or other people' businesses, you'll find me trying out new things and discovering new places. Connect with me on Facebook, just let me know how I can help.

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