HR Tips: How to Find the Right Employee

Recruitment is one of the main responsibilities of HR managers. Making the right choice can help increase productivity, profits, and employee morale.

The wrong choice usually results in a high turnover of staff or insufficient competence of employees. If you have chosen the wrong person, then you will again have to spend money on recruiting new people. This can significantly increase the costs of any organization.

In this article, we’ll look at some practical tips to help you attract talent and select the best candidates.

 

 

#1. Give your business a personality

Hiring employees often doesn’t start with a job vacancy posting, but with your business identity. Your identity is your culture and the direct answer to the question, “Why would someone want to join my team?”

Therefore, before you upload your ad to the platform or social media, take a few minutes and create your corporate identity through visuals and text. This way, potential employees will immediately know if the company they’re looking into is right for them.

 

#2. Use the magic power of LinkedIn

Unfortunately, even in 2022, only a small percentage of HR specialists use the professional social media site LinkedIn. Meanwhile, there is an audience of A-players here which simply doesn’t exist on any other platform.

Write posts about finding employees, both in your feed and in groups where the target audience lives. And don’t ignore another cool way – keyword search. Yes, it requires more active involvement, but the results are worth it.

The simplest is to assume that active LinkedIn users care about the content of their page and have indicated something like “looking for a job”, “ready for offers”, or at least “unemployed”. These are the keywords that you need to type in the search bar. As a result, you will find several thousand people with such statuses.

The principle of the search for key queries is simple, but you can sift through the long list of applicants for days, so it’s worth narrowing down your search by specifying the vacancy name.

 

#3. Engage other social media

One of the most effective strategies to find people for your company is to use Facebook. Facebook Ads has extensive targeting options that allow you to advertise your job openings to people based on their skills, geography, age, and other factors.

Don’t neglect to create an ad in Instagram Stories, as well as in specialized channels. Today, social networks are where the best candidates literally live.

By the way, you can also boost your brand’s personality by making company videos for social media. Thus, the potential applicant, following the ad, will appear on your company’s page and decide whether it’s suitable or not.

 

#4. Use referral recruiting

Recently, the practice of “recommendatory recruiting” has gained in popularity. Its essence is that a person who was advised by an employee of the company is considered as a potential employee. The employee recommends the acquaintance, and the HR manager considers their candidacy and evaluates them, like the rest. Referral recruiting offers many advantages:

* the candidate is selected by an employee who knows the specifics of the work and will better be able to assess which of their acquaintances is suited to the role;

* this method allows you to significantly save time and money on advertising and promoting job vacancies, it is enough to send out an offer on social media rather than create an ad for recruitment platforms from scratch;

* usually, for each person brought to the company, the company sets a bonus – and this is an additional motivation for the employee to find great candidates.

 

#5. Don’t expect miracles from the applicant

Most HR professionals working for small businesses are not looking for a new employee, but a wizard that would come, wave the magic wand, and finally give their company brains, like the wizard of Oz to the scarecrow. As a result, they expect that the applicant will immediately “fix” their area.

No matter what channel you use to find employees, always look for “great” employees, not “experienced” ones. Give the experience you need yourself.

 

Briefly on other tips 

Of course, this is not a complete list of how you can attract a real gem to your team and avoid exhausting job interviews, we couldn’t fit all of that into one article. So let’s quickly go over a few more options.

1. Create a career section on your website. This is a fantastic method to attract individuals who are already motivated. If someone is that keen on finding your company, you can bet they’re already an A-Player.

2. Hold a Career Day. Allow potential applicants to tour your office, speak with current employees, learn about your company’s culture, and hear about the career opportunities you have to offer.

3. Recognize a talent when you see it. Even during brunch, you can find a tremendous talent who can change the game. Give a waiter your business card and ask if he’d want to chat about working for your company if you find him talkative, well-versed, and empathetic.

4. Partner with non-profit organizations. Nonprofit companies can be a great source for finding truly great employees. 

 

Wrap up 

Any successful company, even a start-up, sooner or later begins to expand and finds it necessary to hire new employees. At first glance, it seems that many qualified specialists need work, so finding the right person doesn’t seem too difficult. But once you start the search of finding the person who fits all the criteria, you’ll soon come to understand that finding qualified professionals is not as simple as it sounds.

That is why it’s necessary to invest your time, resources, efforts in finding perfect employees. A holistic, close-knit team interested in fulfilling strategic goals will raise the company to a new level, making it successful, competitive, and attractive to partners.

 

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Workology Editor

Twice recognized Forbes recognized human resources, workplace and recruiting resource established in 2005 formerly Blogging4Jobs. We're a community of contributors, thinkers and disruptors focused on practitioner driven conversations, information and engagement. Workology is focused on the art and science of the workplace for leaders across all experience levels.

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