Recruiting | Managing Employees

Recruiting – How to Attract Candidates

In a competitive talent landscape, attracting and finding the right candidates for open positions, means you need to be diligent in ensuring you make it as easy as possible for each person to engage with your company.

There are many internal processes you need to do before starting the external recruiting, such as:

creating clear and concise job descriptions,
creating your top 3 most important functions of the role and make sure that each candidate can meet them,
those nice to have skills or knowledge is just that as it comes after most essential skills/knowledge of the candidate

Is the Video Resume an Effective Recruiting Tool?

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The traditional resume is still widely used by managers as a tool for recruiting talent. The resume is flat though and doesn’t give a clear image of who the candidate is, what skills they genuinely process and how well they communicate. To find out more about the candidate, the recruiter or hiring manager go the next step and set up phone interviews. What if you could combine the resume, phone interview and visual image of a candidate all in one place. Would this speed up the sorting and recruiting process?

Recruiting, Culture and Social Media

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Every person you bring into your company has to fit well within the culture and add value to the company’s success. Given the critical nature of hiring, having the right tools will help you succeed in this function.

What is your organization’s purpose, values, and culture? If you have a completed vision, use that in your recruiting efforts. Ask the candidate questions that help you decide whether they are high performers and would fit into your culture. For example, if the one of the company’s values is quality, how is it incorporated into the culture of the organization? Are there metrics in place or milestones that employees must attain to produce the best quality product or service for the company?

Recruiting – Interview Styles

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If you have done any interviewing, you have created your own particular style of interacting with candidates. This style will either find you consistently great talent, or maybe you win some and lose some. It’s the losing part that is costly with time and money.

There is no one way to interview candidates, so let me provide you with some styles that could potentially be effective.

Behavioral-Based Interviews

Recruiting: Behavior-Based Interviewing

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Behavior-based interviewing in a terrific way to ask the right questions of the candidates you decide to interview. How do you use this style of interviewing? Review the essential functions of the job descriptions (usually the top three requirements), as well as key attributes, along with the candidate’s resume. The job description will provide you with the essential functions of the role and the resume will the resume will give the most important experience of the candidate.

Create your questions around those two tools. If team player, self-motivation, influencer are important attributes for the success of this role, here are some questions you could ask using the job description:

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