It’s really tough finding and hiring the best people for your company. I experienced this myself. From my previous startup company, I desperately looked for the best people around. I was like a one-man team before.
I posted my job hires on several job boards, asked my friends, checked out people on LinkedIn, and many more. Despite those hurdles, my efforts were paid off. Hundreds of applicants sent me their comprehensive CVs. However, I was stuck on how would I sort all those people out.
If you also have the same problem as me before, I have written an article for you to help your hiring process a lot easier.
On finding the best employees
If hiring people is an all-new process to you, then you probably don’t know on where to find them. Though you have an idea that you need to post your job ads on job boards, you don’t know exactly where to post them.
So to make it easier for you, I have made a list of job boards on where you can post your job ads for free.
Download the job board list here.
The list does not only include traditional job boards, but I also included other platforms on where to find employees.
But will you find the best employee for your company just by posting on job boards? Definitely no.
There are several factors that can make or break your job hiring process and among these are the contents of your job ad.
Here are some of the things that make a great job ad:
1. Include the salary details.
Based on this article of Mandi Tyrell, “72% of jobseekers look first for salary information” which means that salary is one of the most important aspects of a job ad.
When you also include the salary details, you’ll be doing the favor of saving time for yourself, as well as the applicant. So how does including salary details help you save time?
I interviewed an applicant before who very well matched the requirements and expertise I needed for the job. I scheduled an interview for him twice. I turned down other appointments just to accommodate that applicant, because I believed that he would be a very valuable asset for my startup company. Only to know after the final interview that his salary expectations didn’t meet my offer.
Valuable time was wasted on my part, and of course, on the part of the applicant. He might have just spent that time applying to other companies that would meet his salary expectations.
But the lesson learned from that experience is not entirely wasted. From then on, whenever I post a job ad, I would include a salary range.
2. Make a supportive job ad.
The way how your job ad is written somehow shows what kind of person you are, the culture of your company, and what kind of leader you are.
Have you seen job ads that are so demanding? Wherein the applicants would be scared away?
These demanding job ads are peppered with the words “must,” “should be,” and other equivalent terms. These words would make you or your company look like that you don’t care for your employees at all, that you don’t listen to your employees’ ideas, that you are always the boss.
So when creating a job ad, make sure that you avoid using these terms and be more supportive.
3. Be clear with the job requirements or preferences.
For example, if you are willing to hire non-degree holders as long as they have relevant years of experience, don’t flatly write in your job ad that a bachelor degree is required. This could drive skilled candidates away.
Most job ads I see have something like this:
“Requirements: Diploma or Degree in [Field]”
Only to know that they’re also okay with employees who are non-degree holders.
Or much better, you could say something like “With a bachelor degree in IT but not required” or “With a bachelor degree in IT preferred.”
4. Have a clear job ad headline.
Tips on hiring employees today say that your job ad headlines should be catchy and creative. I have seen some job postings with headlines such as “Social Media Hero,” “Creativity Guy” etc. Though it is definitely refreshing to see job headlines such as these, it might not be helping you at all, or lowering your chances of being found by your target applicants.
Remember, your applicants enter keywords on their job search. They do not search for “Social Media Hero.” They search for its common term, “Social Media Manager” or other relevant social media posts. They search for “Graphic Designer” instead of “Creativity Guy.”
If you really want a catchy job ad headline, you can mix them, though your headline will be longer. For example, “Wanted Graphic Designer. Be Our Next Creativity Guy”
5. List the required skills and tools.
Don’t be vague. For example, if you are looking for a web developer, don’t just say that you need a skilled web developer with this much year of experience and so on.
List the required skills and tools that the applicant must have especially on a very technical job position. Your company might have already invested for the software, tools and other forms of technology, only to know that your hired employee does not know how to use them since he’s using a different tool – which can call for another investment and be costly for you.
Now that you know where to post your job ads and some of the elements of a great job ad, let’s now go down to some methods on hiring employees.
How to know if they are the “best” employees
You will be able to know that a particular person is most suited for the job if you carefully do your screening process and interview process. Take into consideration the following tips below:
1. Screen their CVs or resumes right.
Once you have created your job ads, you have also listed your specific requirements, right? Scan through their resumes and eliminate ones that do not meet your most important requirement.
This would help reveal if the applicant is competent enough or has the necessary skills to work for your company.
2. Prepare your interview questions.
Once you have made a shortlist of candidates, prepare your interview questions. We have asked Anne Fisher of Fortune.com after reading her blog on 3 Secrets to Hiring Great Salespeople, about the top three questions one must never fail to ask among applicants.
She said that after interviewing Dave Stein, co-author of Beyond the Sales Process: 12 Proven Strategies for a Customer-Driven World, she came to a conclusion that there seems to be no standard set of foolproof interview questions. And has further added that what you ask depends on what in particular you’re hoping to find.
Nevertheless, it would still help if you prepare your interview questions beforehand because that’s one of the ways on how you can determine if the applicant will be your would-be best employee.
Also, while interviewing the applicant, take a note of their character. Though skills are one of the most important factors to consider when hiring, character is also as important as it is. Say, you’ve got a very skilled employee but he has a very arrogant personality. This could affect the relationship between him and your other employees.
3. Don’t hire the person who first applied to you.
I’m not saying that you shouldn’t hire any person who first sent their application forms. I know everyone gets excited when they receive emails from applicants. However, don’t be carried away.
Though your first few applicants’ CVs matched your requirements, there might still be someone better than them, or someone who’s more fit in the culture of your company. So allow yourself to have a timeframe. Say a month. And analyze carefully well each applicants’ resumes.
Now, there are so many ways on finding and hiring the best people for your company. But what I have shared with you is your starting point.
How about you? How and where do you find your best hires? Share us your thoughts on the comment box below.