Find Best Candidates for Your Open Job Roles: 5 Tips – projectcubicle

5 Things You Need to Do if You Want the Best Candidates for Your Open Job Roles 

Modern technology has made the recruitment process simpler, but it hasn’t made finding the ideal candidate any easier. Recruiters often have to look through hundreds of resumes and interview dozens of candidates before they hire someone who may not even be a good fit.

Employers need a talent pipeline to increase their chances of hiring the best employees. To do this, they have to develop a full strategy that targets the right people at the right time. It’s also a good idea to keep candidates engaged with the process, even if they don’t reach the finish line.

If you want to stop hiring the wrong people, the onus is on you to vet candidates. While this may take some time, what results is a lower turnover rate and a higher employee satisfaction rate.

How to Find the Best Candidates for New Roles

Hiring managers can’t just sit back and expect the best candidates to come knocking at their door; they need a strategy that attracts and keeps people around for an extended period.

1. Build a Strong Employer Brand to Find Best Candidates

Candidates are more likely to ignore you if they view your employer brand negatively, and it’s nearly impossible to hide a bad reputation over the internet. Your candidates are bound to check employer review sites, like JobSage, to see if you’re viewed favorably by your employees.

They’ll also research your company culture, marketing, and brand story. This information is found on your website or social media, in your content, and in how you respond to negativity.

Always remember that your candidates will look you up before they submit a resume. It’s in your best interest to repair or build a strong employer brand and an excellent corporate reputation.

2. Collaborate With Hiring Managers to Find Best Candidates

Employers can’t afford to take a hands-off approach when it comes to recruitment. At the same time, they can’t micromanage HR staff, as it discourages independence and decision-making.

Taking the middle road is best because you can explain to your hiring managers what you’re looking for without taking the wheel yourself. To ensure you and your hiring manager are on the same page, hold a kickoff meeting to discuss the role’s requirements, like skills and personality.

Ask your hiring manager to build a list of sourcing channels where they think the ideal candidate may have a presence. Run a few searches together and explain what candidates wouldn’t be right for the role. Finally, review the talent pool and consider if you need to change things up.

3. Diversify Your Recruitment Channels to Find Best Candidates

Most recruiters have a go-to channel to find candidates, like a professional network or LinkedIn, but there’s no reason to stop there. On the internet, you can find job sites that cater to specific industries, such as Triplebyte for engineers, or benefits, like Flexjobs for remote positions.

To locate the best hiring sources, ask yourself where your potential hires are more likely to congregate. Or, consider looking at your employee’s virtual network to find candidates.

While online channels can amplify your engagement, you shouldn’t forget about offline recruitment methods, such as networking events or industry-specific conferences. Since fewer people use these channels, you’ll have more time to communicate with job seekers.

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4. Write an Incredible Job Description 

Candidates will disengage from the process if they don’t see themselves in the job description, but that’s not even the worst outcome. A poor job description could attract the wrong people, confuse or frustrate candidates, or lead to unmatched expectations once they’re hired.

For example, If your culture doesn’t match your job posting, that’s not going to reflect favorably on your company. It’s better to be honest than risk losing candidates and your reputation.

Use these tips to create a high-quality job description to find best candidates:

  • Address the candidates using “you,” “we,” or with the “active voice.”
  • Choose a realistic and accurate job title. Avoid jargon or trendy words.
  • Write about your company culture, values, and mission honestly.
  • Make the roles and responsibilities obvious, but be brief.
  • Focus on what candidates will do with their skills, not just the tools they’ll use.
  • Cut unnecessary qualifications and ask for job-related skills.
  • Be accurate when describing salary, benefits, and additional perks.

If you’re not sure what benefits you should offer candidates, look at your competition. According to studies, employees want a work-life balance, better pay, diversity, and learning opportunities and you need to offer a good basket to find the best candidates. 

5. Source for Closed Roles First

Building a long-term talent pool requires you to work backward or prepare in case you need to fill a role quickly. That means building a network of best candidates that are already vetted or can quickly move through the pipeline. You can do this by utilizing ATS systems or referrals.

An ATS (applicant tracking system) can qualify candidates and store them elsewhere if they don’t get hired. If they weren’t hired, ask yourself if they could be a better fit for another role.

Employee referral programs can encourage employees to suggest worthwhile candidates for roles, provided the incentive is good enough (i.e., a cash bonus). By putting specific technology and policies in place, you’ll be able to source and hire for roles before they’re even open.

6. Keep Candidates Engaged

An engaged candidate will want to continue on with the hiring process. There are many ways to prevent quality candidates from leaving your process, including the use of technology and ensure you find the best candidates.

For example, human resource management software can improve employee engagement, whether they’re already employed with you or moving through the recruitment process.

Here are some other ways to keep them engaged during recruitment:

  • Reply to applicants as soon as possible (in 1 to 2 days)
  • Send an email telling employees what to do next
  • Follow up with candidates that don’t respond
  • Prepare candidates for the interview by recapping what they need to bring
  • Standardize your interview questions
  • Don’t place too much emphasis on hard skills
  • Discuss salary and benefits up from

Once you find the best candidates, you won’t want to lose them because your relationship ended poorly. Your candidates are also judging you during the process, so keep that in mind.


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