There tends to be a specific order to recruitment. First, a job opens up, either because someone is leaving the company or there is a specific need that a new employee can address.
Then, there is some advertising. Some companies advertise on job boards, others advertise on their website, others advertise on LinkedIn, but no matter what you do, chances are you’re posting the job somewhere.
Then you collect applicants, followed by some review, an interview, and then the hire.
Every company goes through some variation of this process, and while some parts may change (for example, you may invite someone you met at a conference to a job interview rather than advertise), the basics are the same.
So for the company that has struggled to find employees that are truly difference members, you may be wondering: If everyone uses roughly the same recruitment process, how can you find better employees than your competitors?
How to Hire Better People
If your company recruits the same way as every other company, it’s unlikely that you’re going to find better people. That means that it’s up to you to see where you can improve and what you can change to make your recruitment process better. Luckily, there are many different opportunities out there, including:
- Self-Selection – Add a requirement to your applications (extra work that helps you learn more about the applicant) to weed out those unwilling to put in extra work.
- Employer Branding – If you brand yourself as a great employer, you’ll be more likely to attract better talent, including passive talent.
- Measure Objectively – Find ways to measure how valuable specific questions are, specific strategies are, and more so that you can cut anything that isn’t helping you hire.
- Use Dedicated Recruiters – It is a lot harder to manage recruitment when it is performed by those with other roles. Use in-house recruiters or recruitment companies with that expertise.
- Plan Your Interviews – Much like measuring, you should know in advance what you’re looking for. It’s hard to find the ideal employee if you don’t know how to find them. Having a plan helps.
- Train – Sometimes the problem isn’t who you hire. It’s what happens after. Have a strong onboarding/training program that ensures you get the most from each employee.
- Write Better Job Ads – There are better ways to write job ads (and where you advertise them). Write in a way that appeals to the people you want, where they are.
- Be Proactive – When you can’t find the applicants you want, go out there and try to find them on your own. Be active. Find ways to get noticed by the people you want to notice you.
There are always opportunities to improve your recruitment process, even if it seems like yours is the same as everyone else’s. Every opportunity to improve means that you’ll be more likely to find quality employees in the future.