Hiring new staff is exciting, but it’s also a big challenge for many businesses. While more candidates mean greater potential, it also poses more risks. Hiring the right people for the wrong job can be just as detrimental as hiring the wrong person from the start. To help you fill empty positions faster, these recruitment methods are ideal for identifying and attracting the ideal candidates. Read on to discover how you can grow your business’s team strategically.
Research When Hiring Out of Your Area of Expertise
If you are a solopreneur, you may be hiring candidates that perform tasks you’re unfamiliar with. You know what you need them to do, but you aren’t sure the best way to do it. This means you may be limited when it comes to screening candidates and discerning talent.
Say you have recently been promoted, and will now oversee recruitment in the company. This is exciting, but you also wonder how you can properly determine the needs of every department. You’ve been told that the company will need to bring on a new fleet manager in the coming year, but you have never managed a fleet or knows what qualifications to look for. While you can look up the qualifications for a fleet manager, you need to understand the company’s needs on a deeper level. First, you should assess current pain points that a future manager will help resolve. For example, the company’s fleet may be expensive to run, and they are hoping the new hire will be able to lower costs.
You can read industry material to get a better idea of what to look for in a professional. The fleet manager’s guide to preventative semi truck maintenance is a good place for anyone to learn more about lowering operating costs. Once you understand how a prospect’s experience, education and industry knowledge will align with his business, you will be better equipped to hire the right talent.
Use a Professional Writer for Job Descriptions
Candidates today are empowered by choice. In order to attract your ideal hire, you need to write a job description that speaks to them directly. Similar to a buyer’s persona, you should construct a candidate profile that captures who you’re looking for. Put yourself in the applicant’s position and see whether you would find your job listing enticing.
Do you focus on benefits and company culture, or is the post company-centric? If you lean too heavily on what you want vs. what you can give, the best talent will pass you up in favor of business that shows appreciation of their skills. The best way to nail your job description if you don’t have an in-house writer is to hire a freelancer. They can craft the perfect job listing for you that will speak directly to your ideal prospects.
Be Conscious of Bias
If you want to ensure your startup business lasts, diversity recruiting is a necessity in the modern workforce, but internal biases may negatively impact how your company grows. Make sure that you are openly mindful of how bias may influence resume reviews and interviews. Before you fill a position, use numbers and de-identified versions of resumes to evaluate candidates based on skill and experience, not race or gender. Employ diversity in your recruitment, too. The hiring team should have multiple voices from different racial and gender backgrounds to promote greater inclusivity.