Swipe Right: Finding and Hiring Top Candidates in 2021

Bringing the ideal employees on board at your company is a lot like matchmaking. When done right, it produces great synergies, making your business better. But when it’s not a fit, things can get ugly in so many ways. And when you don’t know how to attract the right candidates to begin with, you’ll find yourself wasting a lot of time on prospects that look promising, but end up as duds.

So, how do you improve your likelihood of finding a candidate that’s such a good fit, you and they both “swipe right” and say yes to coming on board? Here are the top tips from the Who’s Your HR? team to make recruiting better than ever for your organization in 2021.

Step One: How to Find Top Candidates

Create Employee Referrals

The number-one idea to keep in mind when you’re recruiting is that you’re trying to attract people who are like the top employees you already have. So, if you have engaged, satisfied top candidates who exceed your expectations, ask them who else they know who is looking. 

Chances are, many of your employees have worked in similar roles at other companies too—and they probably know some top performers. Leverage that! Let your star performers know you much you appreciate their work, and that’s why you’re asking for their help.

An official referral program can also help maximize your results. If the referral turns into a hire, the employee who referred the new hire receives a bonus, monetary or otherwise. This creates a win-win for everyone.

Ask Your Network

Let people outside the company know you’re looking to hire. And don’t be afraid to talk with everyone in your network about it. Turn to your LinkedIn connections, networking groups, business groups, masterminds, fellow business owners, and current workforce, and ask who they know that could be a great fit for your business.

This process helps vet candidates for you. And it makes it more likely you can reach qualified candidates before they get snapped up by other employers.

Write a Strong, Appealing Job Posting

To create the best chance of finding people who fit your company’s culture, make sure your job listing paints an attractive, personalized picture of the role you’re looking to fill. This is likely different than your job description, which outlines essential duties of the position and checks all of the compliance related boxes.  

Highlight the main selling points for working at your company. Be specific about why it’s a top place to work, including differentiators such as unique benefits, personal development, continuing ed, volunteering—anything that will draw top candidates.

Separate out the role’s requirements (what the candidate must have) from the preferences (what you hope they have). This creates a balance, lets people know how they can expect to grow in the role, and opens up the candidate pool.

Advertise Wisely

Jobs should be listed in enough places to get responses, but not so many that you’re drowning in applications. Choose your top 2-3 places to advertise and post your job listing there—such as Indeed, LinkedIn, and your company website. Be visible in places where your ideal candidates are most likely to be looking. Consider investing in a monthly job board subscription so you can perform advanced searches and invite qualified candidates to apply. Just don’t forget, you need to be able to track each stage each candidate is at through the application process to make sure you are compliant!

Step Two: Best Practices in Managing the Interview Process

Of course, finding that right match for your company only begins with the application reviews. Next, you have to interview people to see who’s a real fit for the position. At this point in the process, great communication is key to effective recruiting. 

Here are some of our favorite communication tips that keep top candidates interested:

Be Prompt

Respond to applications of qualified candidates quickly and if at possible within 48 hours. Remember, applicants don’t want to impose but they also need information; they’re eager to receive your response and are actively seeking employment. Set realistic timeframes for when candidates can expect to hear back from you—and then keep your word. Swift and reliable communication shows your company values prospective employees. 

Keep Top Prospects Warm

The hiring process takes time, so it helps to have a plan for managing applicants’ expectations. For candidates that are especially strong, make additional efforts to reach out to them while everyone is waiting on next steps. If needed, touch base with them once a week to let them know they are still in the running.

Be Authentic and Transparent

Maintain open, honest communication throughout the recruitment process. Provide clear interview instructions so candidates can be fully prepared. Offer any positive feedback possible to candidates who aren’t selected.

Step Three: Recognizing Top Qualities in a Top Candidate

Finally, as you interview prospective employees, follow best practices during the interview and know what to look for. Pay attention for these key signs that you’re interviewing a potential star employee:

1. They have enthusiasm and passion in their voice throughout the interview.
2. They are able to explain their thoughts in clear and concise way.
3. They have the interest and curiosity to ask good questions about your company/position, because they want to be sure it’s the right fit for them.
4. They don’t speak negatively about other people, especially former managers and co-workers.
5. They have a proven track record of high-quality work, which they can share through specific examples.
6. They want to be a part of a team and enjoy celebrating other people’s success.
7. They are coachable, have a positive attitude and are willing to learn.
8. Their personality signals that they’d fit well with your organization.

Get Expert Assistance to Make Finding the Right Employees a Breeze

You don’t have to go it alone when it comes to finding and hiring top candidates. Who’s Your HR? can make your job recruitment plans simple and streamlined. We do it all—from writing great job descriptions to figuring out plans to promote your listings, reviewing applications, conducting the initial interview, and more. Reach out to us for a consultation to get started.