Finding the right candidate among hundreds is like finding a needle in a haystack. You have to keep so many things in mind, such as sincerity, education, experience, punctuality, and enthusiasm, before hiring a candidate. Imagine keeping the same things in mind for more than a hundred applicants for a single post. But that’s the grueling job of a recruiter, and there’s no two way around it. However, you can introduce a few recruitment strategies to make your work easier. They make the selection process easier and ensure that you get the best candidate for the job.
1. Employee referral program
An employee referral program does two things: ensures that you get a good candidate and keeps your current employees happy. When an employee refers another candidate, he vouches for that guy. If you trust your employee, you can take his word and give the candidate a try. Most importantly, you don’t need to set up an elaborate recruitment program to find the right person. Employee referral programs also have various other benefits, such as shorter onboarding, shorter time to hire, better quality hires, lower turnover rates, and less money spent on hiring.
2. Use niche job boards
The easiest way to hire is to look for the right fish at the right place. You cannot expect a tuna in your local lake. If you want a tuna, you must hit the sea. Similarly, if you need a Java developer, you should look for candidates in StackOverflow instead of posting an ad on LinkedIn. Niche job boards narrow down your search list so that you don’t have to interview hundreds of candidates who aren’t fit for the job role. They let you pick the best from the rest.
3. Screen from passive candidates
Suppose you don’t get the top candidates because they don’t want to leave their current jobs. That is no excuse to stop your recruitment process. Instead, you can look for the right person among passive candidates. According to many credible studies, almost 85% of the workforce doesn’t mind switching jobs if they get a better opportunity. If you are ready to give them that opportunity, then you still have a lot to choose from. This allows you to screen a decent amount of passive candidates who are ideal for your job post.
4. Write specific job posts
Don’t beat around the bush while posting a job ad online. If you want something specific from a candidate, make sure you mention that clearly. For example, if you want to hire a Java developer with at least 3 years of experience, don’t forget to mention the experience. This would automatically indicate freshers to keep away from applying for this job post. It also gives you less of a headache to go through résumés that don’t fit your ad.
5. Consider hiring ex-employees
There shouldn’t be an ego to hire one of your ex-employees. Remember, it’s a job at the end of the day. If your ex-employee was good at something, then why not consider hiring him? Moreover, if he meets your current requirements, you shouldn’t have a problem discussing the job offer. The advantage is you already know the guy. You are already aware of the pros and cons of hiring him and what to expect. And it would be so much easier to hire him instead of going through stacks of résumés and wasting time on them.
These tried and tested recruitment strategies can help you find the best candidate for your job. Try them today so that you don’t have to deal with recruitment chaos anytime soon.