9 Steps To Find And Entice The Best Candidates

Is there an employee-shaped hole in your company’s heart that you’re hoping to fill? Time to brush off those old hiring tactics, throw them out and replace them with new ones.

With the way the job market is looking nowadays, businesses in all types of markets are scrambling for talent to join their team. Candidates are switching more than ever, and there are more job openings than people looking for a job—meaning you’ve got to bring your A-game if you want anyone to even consider you as their employer.

But how do you stand out in all those job ads and attract the right people—who are planning to stay for a while? In this article, we’ll walk you through 9 steps to find and entice the best candidates, and give you some advice on helping them find you.

1. Start with your own network

Chances are, you probably already know someone who would be great for this job. Maybe they’ve applied before, or they currently work with a different company and you occasionally cross paths. Set up an applicant tracking system to keep track of who has shown interest in your company and was promising—but just came at the wrong time. Also, create a database of people you’d love to employ one day and start fishing there first.

2. Create a solid company page

Before you start writing any job ad, take a good hard look at your company page. No, we don’t mean your website aimed at clients. But that dedicated page filled with info aimed at potential employees. A lot of people think that the only thing a company page is good for is self-promotion. And while it’s true that you want to put your best foot forward, you also want to give potential employees a realistic idea of what it’s like to work for you. After all, you’re not looking for just anyone—you’re looking for someone who will mesh well with your company culture and fit in with your style. 

A company page that shows off your culture and the type of employees you’re looking for is the perfect way to attract the right people.

It will also help them gauge whether you two will be a good match. So take the time to make sure your company page accurately reflects what it’s like to work for you—it’ll be worth it in the long run.

3. Define what you’re looking for in a new employee

When you’re looking to hire someone long-term, it’s important to take the time to really consider what type of employee you need. That means looking beyond just the hard skills they need to have for the job. Instead, also focus on which soft skills are important for the role. 

Are you looking for someone who is good at problem-solving? Someone who is a good communicator? Someone who is able to work well under pressure? Once you have a good understanding of the type of employee you’re looking for, you can then start to look at candidates who fit that description. But it’s not just enough to rely on your own judgement. It’s also important to ask your team what they would be looking for in a future colleague. 

After all, they know best what they need an extra pair of hands with. By taking all of these factors into consideration, you increase your chances of finding a long-term match that will be beneficial for both you and your team.

4. Define where to look for them

If you’re like most companies, you probably source most of your employees from LinkedIn or other job boards. However, this is only scratching the surface of where you can find top talent. 

The most desirable employees often spend their time on specific forums and websites that are relevant to their interests and skills. By taking the time to find these communities, you can get a better sense of what candidates are truly passionate about and whether they would be a good fit for your company. 

Additionally, you can use these platforms to build relationships with potential candidates and stand out from the competition. So if you’re serious about finding the best talent, it’s time to start looking beyond the usual suspects.

5. Create a stellar job description—from scratch, por favor!

Now it’s time to start writing that job description. Don’t look at templates or what the competition is writing: write in your own words what you’ll be needing, and make it clear what you’re offering in return. Don’t frustrate jobseekers with words like ‘dynamic’, ‘fast-paced’, or ‘competitive salary’, but make it super specific, and therefore more exciting.

Instead, take some time to really think about what you need from a candidate, and articulate it in specific and concrete terms. For example, rather than saying that you’re looking for someone who is “proactive,” explain that you need someone who will take the initiative to suggest new ideas and follow through on projects. 

This may require someone who is comfortable working independently and taking ownership of their work. In addition to being specific about the skills and qualities you’re looking for, make sure to communicate what you’re offering in return. 

Candidates want to know not only what the job entails, but also what benefits and opportunities for growth are available. By taking the time to craft a well-written and engaging job description, you’ll be more likely to attract qualified candidates who are a good fit for your organisation.

6. Get creative with referrals and sharing options

A referral programme is a great way to get access to more candidates. Asking current employees to look around in their network, sharing the posts and pushing candidates your way is a great way to get access to more people. Of course, you’ll want to offer current employees an incentive for that. 

The most important part of a referral programme is the incentive. Without an incentive, there’s no reason for employees to take the time to refer candidates. 

A good incentive should be something that appeals to your target audience. For example, if you’re looking for engineers, you might offer a $500 bonus for each referred candidate who is hired. If you’re looking for salespeople, you might offer a commission on any new business generated by the referred candidate. Make it make sense, and worth their while.

7. Test your candidates

After reviewing resumes and applications, and conducting initial phone screenings and in-person interviews, you should have a good pool of candidates for the position you’re looking to fill. 

The next step is to put them through a testing process. This helps to ensure that the candidate has the required skills for the job and also allows you to see how they would perform in a real-world scenario.  There are a number of different ways to approach testing, but one effective method is to give the candidates a specific task that they would need to complete as part of the job. This could be something like preparing a report or presentation, writing code or solving a problem. Another great tool to use here is testing software.

Let’s say you’re hiring an e-commerce ‘expert’. Everyone will have a different opinion on whether they can call themselves an expert in the field, depending on their playing field. Make sure you hire the best with Shopify tests that ask specific questions that you can customise to fit the level you’re looking for.

The important thing is that it simulates what they would actually be doing on the job. By making testing an integral part of your hiring process, you can be confident that you’re making the best possible choice for your business.

8. Let candidates interview you

Most job interviews follow a fairly standard format: the employer asks the candidate a series of questions about their experience, skills, and goals. However, there’s one important step that many employers overlook: giving candidates the opportunity to ask their own questions. 

Most companies stop after the ‘any questions from your part?’ at the end of the interview, but this is where you should keep going. Schedule a session in which the tables are turned and candidates can ask you anything, from culture to job-related things, to salaries and PTO.

Allowing candidates to ask questions not only shows that you’re interested in their feedback and thoughts, but it also gives them a chance to get a better sense of the company and the role they’d be playing if they were hired. So, next time you’re interviewing candidates, make sure to schedule a session where they can ask you anything they want. You might be surprised at how insightful their questions can be!

9. Make the team a part of the interview process

When you are hiring someone for a position on your team, it is important to consider how they will fit in with the rest of the group. It can be tempting to only focus on whether or not the candidate has the necessary skills and experience, but it is also important to think about their personality and how they will interact with others. 

After all, the success of a team depends on its members being able to work well together. Including other team members in the hiring process can help ensure that everyone is on the same page from the start. Not only will this make onboarding easier, but it will also help to build morale and prevent resentments from developing down the line.

At what point can you step in?

Chances are, you don’t have to rewrite your hiring playbook from scratch but, if so, take it as an opportunity to ensure you hire people who will help you grow in the long run. Happy hiring!

Comments are closed.