- Get your message to the right candidates
Keep in mind that the best candidates are usually not the ones answering ads or even looking for work, they are more likely to be working for someone else and may not even be looking for a new position. Think outside the box and remember that you can develop relationships with potential candidates long before you need them. These ideas will also help you in recruiting a large pool of candidates when you have a current position available.
- Involve your current staff
Spread word-of-mouth information about the position availability, or eventual availability, to each employee so they can constantly look for superior candidates in their networks of friends and associates.
- Use Your Web Site for Recruiting
Your Web site portrays your vision, mission, values, goals, and products. It is also effective for recruiting employees who experience a resonance with what you state on your site.
Do create an employment section which describes your available positions and contains information about you and why an interested person might want to contact your company. A recruiting website is your opportunity to shine and a highly effective way to attract candidates today.
- Fine Tune your message
There are some things that you need to include in the ad that are reasonably obvious, like the job title, the salary, the location. But an area that’s more difficult is when you’re specifying key requirements and competencies that are required for the role. The requirements can’t focus on the personal characteristics of an employee — particularly those personal characteristics that might be attributes protected by discrimination law.
- Provide clarity in the interview process
Be clear about what is expected of them, you may even like to bring in staff members who demonstrate the skills you require to draw in their expertise. Be clear about their remuneration and benefits. Include an emphasis on the importance of emotional intelligence as a skillset in all roles.
- Use resources to screen a prospective employee
There’s a range of different techniques that are available to check the aptitude and suitability of a candidate, such as psychometric testing, aptitude assessment and the like. There are many external consultants who specialise in these areas.
The more traditional methods, of course, are resumes, face-to-face or telephone interviews, reference checking, criminal record checks, and background checks.
Social media is also a very common method for ascertaining the suitability of a candidate. A word of warning, though: privacy law generally requires that if you create a record of personal information about a candidate, you must seek to obtain that information directly from the candidate before you go elsewhere.
Therefore, it might be a good idea to get that candidate’s consent if you want to explore this area. This will avoid an argument that privacy law has been breached.
