Pressured to Find the Perfect Job Candidate? Here are 4 Hiring Tips

No one ever sets out to hire the wrong employee. As a hiring manager, you take broad steps to ensure you only hire the most promising candidates. So how do these bright lights dim into disappointing duds?

There’s no simple cause for a new hire’s slide into mediocrity. Some professionals are just better at interviewing than working. Others may simply fail to fit in with your office’s culture. Ultimately, the reasons for employee failure are irrelevant. If they don’t succeed, your company will have to spend extra funds to train or replace them, or invest in finding another suitable candidate for the job.

That’s why you may feel pressured to find the perfect job candidate when a vacancy opens up at your company. But tight deadlines, budgetary constraints, and other limitations can prevent you from executing the proper process that will allow you to find the best possible employee. Fortunately, you don’t have to give up hope. These four hiring tips will help you make the most of your restricted resources so you can find and hire top talent.

1. Hire Quickly

Time often works against hiring managers. If you don’t have a strong talent acquisition strategy in place, you’ll probably scramble to find the right job candidate to fill an open position. The hiring process is already expensive, but you’ll lose even more money if you prolong your search.

An extended hiring process may also work against your recruiting efforts. Applicants don’t want to jump through hoops to get a job. If you don’t get back to a promising candidate quickly, they may decide to work with another employer.

You need to speed up your process if you want to save money and claim top talent. Make sure you get back to applicants quickly. Balance your need to properly vet a client with your need for a fast hiring process.

2. Don’t Discount Soft Skills

Firm qualifications are important, especially if you’re hiring for a technical position. Workers in these fields need professional accreditation to operate, so you need to vet candidates for these skills.

However, these qualifications aren’t the only factors you need to evaluate when you hire new staff members. Workers also need to communicate effectively and show sound problem-solving skills if they want to complete projects on time. You can’t evaluate these traits from a resume, but you can tease them out in a job interview. If an applicant speaks vaguely or imprecisely, it may be a sign that they won’t be able to communicate effectively with other team members.

3. Money Isn’t Your Only Incentive

It’s easy to work against yourself despite your best efforts.Hiring managers at small firms may psych themselves out before they even start recruiting. They may think that their firm’s limited resources or small reputation may prevent them from finding the right talent.

You can still find promising candidates in spite of your restricted resources if you realize that money isn’t all you have to offer. If you can, describe some of your most interesting projects to applicants. Describe the ways in which your agency can benefit their career. Top talent isn’t born, but developed. You need to show applicants that they can do better if they sign with your company.

4. Work with the Right Recruiter

It’s still difficult to find the right employee, even with these tips. The right job recruiter will make the process so much easier. These experts know how to find, interview, and hire top professionals quickly, so you’ll never have to worry about excessive wait times or budget overages.

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Paul Aston

Paul Aston

Paul is the Account Manager for the Ian Martin Group in Calgary.He simplifies the complicated IT world with practical timely solutions.He splits his spare time between traveling (preferably to warm places!) and helping others.
Paul Aston