Best Practices in Recruiting Great Employees

One of the trickiest parts of running a business is the selection and recruitment of the right employees. This step can make or break your company. Hiring incompetent people can deter your operation’s efficiency, and choosing the top talent brings so many opportunities to life.

Here are the best practices when recruiting top talent for your business.

1. Know your ideal candidate

You should have a clear picture of the kind of star player you need. List the specifics of the job description as well as any inherent traits the job requires. Imagine how a perfect employee would tackle a role. By having a visual picture in mind, you can better know what you should be looking for. Overall, prepare your criteria, and upon interviewing the candidates, refer to your list frequently. It’s okay to rely on instincts, but relying on them too much without an objective basis (in the form of rubrics or criteria) would eventually mean trouble.

2. Involve the team

The idea of involving more people in the selection process might sound like a waste of time. That’s probably true if we’re talking about the ancient collaborative recruitment process wherein the team has to set their schedules in sync to review resumes together or do the interview as a panel, and so on.

Today, there are already technological advancements that can make the collaborative process a total piece of cake. Video interviews can already be done. The cloud already fosters input from team members across the globe. Plus, we already have job applicant tracking systems to get the best result. The bottom line: you should be maximizing every digital resource available so you can transform the recruitment process in the best way possible.

3. Measure performance metrics

Gauging the quality of your hire is a crucial aspect of the recruitment process. Whatever the open position is, you should set effective performance metrics. You should consider both skills and work ethics as much as possible, although it can be hard to set up a systematic or automated metric system to gauge character. Reviewing performance metrics enables you to gain essential insights about the capability of each candidate. It’s always better to take the time to think about the important points early in the recruitment process, rather than suffer from the casualty of getting the wrong hire aboard.

4. Think ahead

Of course, when we strive to hire the best talent, we also strive to keep them. According to a LinkedIn report in 2015, the number one reason people leave their jobs is that of poor career advancement. Knowing this, you should start thinking ahead about how to mold a better future for your company and for the people you want to keep long-term. Take the time to ask your people about their long-term career plan and don’t hesitate to discuss with them how they can achieve those goals within your organization.

These are some of the many great practices your company can following when taking new people in. Done properly, the recruitment process can be a huge success factor for your company.