3 Recruitment Methods You Probably Aren’t Using But Should Be

In All, Social Recruitment, The Human Resource by Rebecca PhamLeave a Comment

Methods_Of_Recruitment

As a business owner, the people you hire can make or break your business. so it’s critical that you use recruitment methods that will help you hire the best staff and not leave you stuck with unproductive employees.

Here are 3 recruitment methods you should be using, but probably aren’t.

 

Hire for attitude and train on the job

Attitude is an important factor to take into account when hiring as this will most likely affect the day-to-day work culture of your company.

The key is to find someone who is more positive than negative. Asking behavior-based questions during the interview will give you a good idea of a candidate’s attitude.

Smart recruiters look for attitude over skills because most skills can be trained, while attitude is harder to change. A perfect candidate would have both the desired attitude and the necessary skills; but as you likely know, a perfect candidate is difficult to find.

A good rule of thumb is 70 percent right attitude and 30 percent skills.

The candidate with a better attitude will have a higher chance of fitting well into the organization, and will most likely pick up the skills required faster than someone with a poor attitude.

 

Reproduce a day-to-day task during the interview process

The best way for a candidate to preview the working dynamic among team members and gauge the work culture is to schedule time for a candidate to simulate a ‘typical day’ exercise. The last thing you want to do is scare off your top hire on their first day.

Prepare an exercise close to what they will be doing on daily basis and get the existing team involved. A surprise side effect of this, is pre-bonding for new team members, not to mention the time it saves time in initial training, as it helps add perspective when they have been through key tasks before.

 

Build a talent pool

Rather than waiting for open positions and then begin searching, start building a talent pool of potential hires now.

To get in front of ideal candidates, you should go where they go, do what they do, and market your job where they’ll be.

Engage with prospective candidates, build relationships and invest your time and thought into finding that hidden talent pool.

So next time you decide to hire, you will have a vetted pool of talent ready to go!

 

Project Manager of @Workible, Obsessed with Marrying HR with IT, Lifelong Learner & Dedicated Foodie. Beware of cheesy life quotes! 😉

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