How To Recruit The Ideal Staff Member For Your Business

man and woman near table

Remote working means more people have access to different roles, while the pandemic put things into perspective for many people. Do you recruit the ideal staff member for your business? How do you see past the CV to the person behind it?

Do some research

Before you post a job listing, do some research. Get to grips with your local evolving workplace landscape, know who else is currently hiring, and find out the average salary in this role and sector. This way, you’ll have a much better idea of the market and will be able to stand out from the business crowd. 

Do some paperwork

In some sectors, your paperwork might be the same every time. You can do it a million times when you’ve done it once. However, in some situations, you might need new paperwork for your new hire. 

An employee handbook tells your new employee all they need to know about the company’s dress code, code of conduct, company mission and everything else. Then there’s the direct deposit form so you can pay your employee quickly. 

There’s also the acknowledgment form, where your employee confirms they have read all necessary documents. You may also need certain tax forms, employment eligibility, and drug testing consent forms. And, of course, a home security network checklist may come in handy if your employee ever wants to work from home.

If this all sounds like a lot of work, did you know that there are online resources to make paperwork easier? For example, a human resources information system or HRIS can provide the paperwork to your prospective employee, leaving you free to get on with other, more vital aspects of the hiring process.

Think about what your business needs

You are hiring someone because your company has a specific requirement – not just to fill a desk or meet a target. It’s easy to copy over the same paperwork when hiring someone new for a similar role. Instead, you should consider every vacancy an opportunity to reinvent that position. 

As you review the role, see if its responsibilities can change. For example, technology can be used or upgraded to make this role more straightforward and efficient. Give tasks to another staff member, or some responsibilities are no longer essential and worth eliminating. 

The role may need a different skill level. It may be junior or require more skills and qualifications. The position may work better as part-time, or two people working a jobshare. The job could be remote!

Plan your recruitment strategy

Plan your strategy to find the right person for the role. For example, it would be good for your current employees to put the word out in their professional worlds. Or, you could use a recruiting firm. Whatever your strategy, know that finding the perfect candidate will take time. Don’t feel the pressure to hire someone right away after the first batch of interviews – feel free to keep putting your feelers out until you find that someone who is a great fit.

Draft a killer job description

Before you put the job up, consult your team managers about what they think prospective candidates need. Then you’ll be able to write a job description with everything it needs. Be sure to include details like your company culture and core values. You should also incorporate all job requirements, expectations and responsibilities. Finally, determine the role’s salary and enclose this too. Also, make sure to inform existing employees of the new job opening. 

Get the word out

Now that you’ve produced the job description, it’s time to advertise the company’s new job opening! Most businesses typically showcase their openings on career websites. However, it’s best to begin by listing the job opening on your company site. This way, you reach the people following your business the most.

When it’s time to widen the net, here are some of the best job posting sites:

  1. LinkedIn

With over 690 million users, LinkedIn is the place to tell the world about your role. You can post a job opening for free, but you’ll have to pay for more in-depth recruiting tools.

  1. CareerBuilder

One of the less well-known options but a definite contender, Career Builder caters brilliantly to employers and employees. With localised search capacity, Career Builder advertises to over 80 million people around the world. The price to post is low, especially if you only want to promote one position.

  1. ZipRecruiter

Another free option geared towards employers, ZipRecruiter has unique tools to match the right talent to your job posting. All communication between clients is also securely managed on the site.

These are just a few of the ways you can advertise your role. Stick to sites you can trust and avoid unregulated websites that may lead to spam.

Filter your applicants

Your job description is a stunning indicator of precisely what your business needs. But there will always be some applicants who are different from the exact match. Glancing through the resumes or CVs, you should be immediately able to rule out people whose qualifications don’t line up with the role or who don’t have the right experience. If you aren’t sure whether to exempt someone, look at their cover letter.

If you find too many non-ideal candidates, you should clarify your job description. Again, you may be anxious to fill the role, but finding the right match is just as imperative. 

Interview your matches

When you’re ready to interview your candidates, give them plenty of notice and time to prepare. This way, you get their best and see the proper person. Review your interview questions and check they are up to scratch. Don’t use irrelevant, time-wasting brain-teasers or riddles, but feel free to have some banter and make your candidates comfortable.