Finding the ideal candidate for your opening can be a massive headache, especially when you have to juggle the search with your day-to-day responsibilities. Some major issues that our clients have run into in the past include:
Attracting Quality Candidates
The volume of candidates might be initially encouraging, but it doesn’t necessarily mean you’re going to find one who fits the bill; a lot of companies are forced to choose the best of what they find among the candidate pool, not necessarily the best person for the job. That’s why it’s so essential to be absolutely clear when posting your job requirements—make it very transparent what kind of candidate you’re looking for and what skills they need to have to succeed in the role.
Engaging Quality Candidates
Let’s say you’ve resolved the first problem and you’re now finding that the candidates you’re looking for are actually applying in droves for your opening. Great, right? The next step is even more difficult; chances are, if they’re a good enough candidate to stand out in your pool, they’re probably highly sought after by other companies that are hiring. You need to follow up promptly with personalized emails to make sure they know they’re not only being considered, but actively courted.
Defining Your Brand and Culture
What sort of environment are candidates going to be entering once they start at your company? Do you have a clear-cut vision for how they’re not only going to integrate into your workflow, but how they’re going to contribute to your culture? If you want to attract quality candidates, you need to to make sure your existing employees are happy in their roles, too. If they feel positive about their experience at your company, they’re far more likely to leave positive reviews on sites like Glassdoor and provide helpful feedback in the event the candidate reaches out to them for more information.