When recruiting employees, you have one chance to make the right decision. Once you’ve signed the contract, you are bound to this employee for at least three to six months. Whatever the employee does (as long as it’s within the contract), you’ll have to deal with it until you can evaluate the performance after the temporary employment period has lapsed. Finding the best candidate for a job position is a challenging task for any hiring manager.
Develop a Good Relationship with Recruitment Firms
If you need a company driver, make sure that you’re in partnership with a truck driver recruitment company. One of the best ways to improve your hiring chances is to develop a good relationship with university placement offices and recruitment firms. This way, when you need someone to fill in a job, you can tap a vast pool of workers.
Hire an Expert
You don’t always have the time to train a possibly good candidate. The best thing to do is to hire someone who has worked in the same industry, has done the same tasks successfully, and has been hired by a company with the same culture as yours. A candidate’s past behavior is a good indication of the future behavior of your new hire.
Look at In-house Candidates
When there’s an opening for a job position, why not look first at your current employees? They will feel better knowing that their talents and skills are appreciated. Always allow your current employees to make a case for themselves. Give them the same opportunities as you would candidates from the work pool. Since you know how they work and what their strengths are, you can make a better decision.
The reason you are not receiving as many applications as you should is that you are not advertising well on social media, on your website, and on LinkedIn. Advertise the job opening the way you would promote your company. You should try to reach out to as many audiences as you can to be sure that you’re creating opportunities for possible job applicants. They have to know that you are searching for a specific worker. The only way to make them aware of your needs is to promote the opening where they seek employment from—Monster, Facebook, LinkedIn, and company websites.
Mind Your Reputation
If potential employees are not too eager to apply to your company, it is because you have built a bad reputation for yourself. Your past employees might be talking on social media, badmouthing your company policies and you as a manager in general. Make your employees happy, and you’ll find out soon enough that more workers want to offer their skills to you. Google, consistently topping Fortune’s Best Companies list, received around 3,000,000 applications each year. They have no shortage of potential top talents there.
Each organization has its pros and cons. If you want to hire the best talents, you need to highlight the things that separate you from other employers. The most attractive feature of any company is being a workplace that encourages work-life balance, has flexibility, has opportunities for growth, and provides competitive compensation packages.