Posted by Anthony Caruso 8/8/2017

The 7 best tips for recruiting!

1. Determine what you are seeking.

This is always the first step. You can’t write an ad before you decide what you need. Focus on behaviors. Often, you can train someone to use your software if he/she is smart and hard-working. So, we say, “Hire behaviors, train skills.” While certain jobs require specific skills and experience, behaviors still make the difference: If the prospective employee is right, he or she will fit well with your company’s culture and with the hiring manager’s and customers’ personalities.

2. Write a compelling ad.

Be different. Posting an ad that looks and feels like everyone else’s won’t get you noticed. You need to stand out from the crowd. Most ads include a list of job responsibilities and qualifications or a few lines about the company. You should include these, but give the prospective candidate more. “People don’t apply for jobs, they apply for companies. So let them know why you’re so awesome,” James Clift recommends in his blog, SmartRecruiters.

3. List your Salary level.

We believe you should list Salary if possible. Susan Heathfield in The Balance, argues that this is especially important if you’re expecting the applicant to fill out an on-line application. Writing “TBD” (to be determined) in the compensation spot doesn’t help applicants decide if the job is at the appropriate career level for them.

4. Post in multiple places.

You can always post an ad the usual way on Seek or Linkedin and pay for the ad.  We find that posting on free sites like Indeed, Gumtree or Jora can help find different candidates.

5. Post at the right time.

First, let’s talk about time of year. We have found that recruiting new Uni graduates before they have graduated is difficult. You might think that Uni students would be job-hunting in the spring before graduation. Unfortunately, our experience tells us they are focused on graduating instead. As to the day and time, unlike other advertisers, we have had our best results posting on Fridays, about lunchtime. You catch people who already have jobs but are looking for their next position, after they leave work on Friday, on the weekend and early Monday before they return to their jobs.

6. Organize your applicants.

You can quickly become overwhelmed as the resumes arrive in your email. Create email subdirectories for the job. Move the emails from your inbox to the subdirectory as they arrive.

7. Screen the applicants.

Schedule a time to review resumes approximately three to five days after you’ve posted. You should have a pile of them by now in your email folder. Our technique is to create three more subdirectories under the job folder titled: “Yes, No and Maybe.” We move each resume after reading it to the appropriate folder. Creating and using folders will eliminate a lot of redundancy. You won’t be searching for those great candidates. They will be in the “Yes” folder.

Solid recruitment is essential to great hiring. You can’t hire the perfect candidate if they don’t apply. Use the tips above to increase the number and quality of your applicants.