Hiring a new employee is an important decision. The right candidate can fit seamlessly into an existing team, pick up the slack left by a vacancy, and increase productivity.
If you make the wrong choice about a hire, on the other hand, you could encounter friction and conflicts between employees, missed deadlines, profit loss, and ultimately a return to the hiring process.
How, then, can you select the perfect candidates for your company? Below, we’ve collected some of the top tips from across industries.
Don’t Discount Candidates With Less Experience
Sometimes, you may notice that an applicant’s cover letter focuses less on their skills and experience and more on who they are and why they want to work for your company.
This tactic is called a letter of motivation or motivation letter. Don’t worry, your applicant isn’t trying to deceive you.
Rather, they are hoping to show you that their passion for the industry or your company outweighs their lack of experience.
If you come across a motivation letter, take time to consider the candidate before passing them by. Enthusiasm can be a valuable trait.
If their lack of experience can be readily overcome through on-the-job training, they may be exactly the candidate you are looking for.
If you’re reading this as a job-seeker, all this talk about motivation letters might sound like a brilliant new idea.
If you’re entering the workforce for the first time or changing fields, you can try it out for yourself! Consider a few motivation letter examples to understand exactly what to include.
Automate Portions Of The Recruitment Process
Between considering applications and resumes, conversing with applicants by phone and email, conducting interviews, and orienting new hires, the HR department is a busy place.
Some companies choose to automate parts of the recruitment process. This can free up time and resources while honing in on the most likely candidates. How so?
An applicant tracking system (ATS) is one way of doing so. This software carries out an initial screening of applicants’ resumes and applications, rejecting those that do not possess the required skills or experience.
The ATS can also rank skilled candidates so that the hiring manager could give attention primarily to the top 10 or 20 candidates.
Some software can even suggest alterations to application questions or automate communication with candidates.
The result? A smaller pool of highly qualified potential employees and more time for you to give them the consideration they deserve.
Focus On Specialized Skills Rather Than Degrees
Sometimes, a candidate who can do the job well holds back from applying because they don’t quite meet the degree requirements or years of experience.
At other times, they do apply but are rejected by the automated systems discussed above.
As a hiring manager, you can consider omitting those types of requirements, especially if you are seeking a highly specialized, hard-to-find skill set.
Focus instead on the skills themselves – how the candidate gained them and how they have used them. Be specific in describing exactly what you need.
Look For Candidates In Unexpected Places
Traditionally, openings are posted on online job search sites and perhaps in the local print media. But if you’re struggling to find the talent you need, consider extending your search to some unexpected places or unusual recruiting techniques:
- Social media
- Online communities or forums
- Industry events
- Freelancers in remote locations
- Host a skills-based contest with employment as the prize
Make The Job Irresistible
The salary, schedule, and benefits you offer will vary from case to case, but consider making the position more appealing to candidates.
In some cases, you may even be able to lure talent employed elsewhere with an offer that could not be refused.
Build Current Employees Into Ideal Candidates
If you have tried the above tips for finding ideal candidates to no avail, do not despair, for there is yet another option. You can “grow your own” ideal candidate. How so?
Look for a candidate among your existing employees. Who has some of the needed skills and experience, which could be supplemented by training? Who is highly motivated and willing to learn?
You can also offer training as an employee perk. You may be surprised by the response.
For example, you could offer to pay for night classes or other training so that an employee can earn a needed degree or certificate.
Then, you can promote this employee and fill their vacant position – one which might be easier to fill.
Key Takeaways
When looking for an ideal candidate:
- Consider passionate candidates, even if they may require some training.
- Contemplate automatic parts of the hiring process.
- Focus your search on the needed skills, rather than requiring a specific degree or long years of experience.
- Be open to unusual recruitment methods.
- Make the position appealing to applicants.
- Train a current employee to fill the needed role.