4 Surefire Ways to Find the Right Candidates

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Finding the right candidate can feel like searching for a needle in the haystack  if you aren’t sure of what you’re looking for. For this reason, recruiters have to know what it is they’re looking for in order to supply the best candidates for open roll. Not sure where to start? Let’s take a look at how recruiters can  knock it out of the park each and every time.

Know your company culture

Company culture is the DNA of an organization. It’s how a company functions, both internally and externally. In order to find the right talent, recruiters need to know their company culture inside and out. Spend time learning the company values, how it operates, and its commitment to its customers. Once you’re able to identify the company culture, it will make it much easier to find candidates who possess traits that match the company.

Research internal Superstar employees

To find great talent, it doesn’t hurt to look from within the organization. Partner with the hiring  manager and find out who their best employees are. Ask them what traits make their employees outstanding. The point is to gather this information and use it to look for similarities in candidates. There’s no point in reinventing the wheel– especially if a great team is already in place. By identifying the key performance indicators of  star employees, it will help finding candidates that the hiring manager will be impressed with.

Have the right tools

As a recruiter, you have many hats to wear– answering emails, following up, interviewing– there’s not much room for error. To help move through transitions, use smart technology. Know the ins-and-outs of your job aggregate system. Utilize its functionality so that you’re able to receive the right candidates according to your company’s needs. Learning how to adjust requirements and specifications will help you zero in on the candidates you are looking for.

Conduct productive interviews

Before you hand the candidate over to the hiring manager, you have to get them through a preliminary interview. To make the most of that meeting, keep these tips in mind:

  • Steer clear of mundane questions: The “where do you see yourself”  questions are not going to cut the mustard and seldom yield helpful results. Instead ask the candidate what they are looking for in an employer. This will tell you their needs and whether they align with that of your company.
  • Ask about their skill-set: Ask  a prospective employee about their relevant skills for the position. This will allow you to assess their strengths and level of readiness for the role at hand. Or, you may find they have additional skills that may make them much more desirable.
  • Give them room to ask questions: Candidates  looking to settle down with the company will be inquisitive! This is a great thing because they are serious about the role and want to make a meaningful impact on the company. Offering transparency gives new employees a positive outlook on their organization from the start, thus lessening the chances of turnover.

Creating sustainable employees

The recruitment process is the front line in the quest for top talent – and as the first impression on potential new-hires, recruiters can make or break the relationship. Capitalize on this by knowing your company culture, looking for traits of star employees, aligning software to do its part, and nailing the interview. By giving your all in this process, you’ll find candidates that meet and exceed your expectations.

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