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Hiring the right people is essential to the overall function and well-being of a business. Check out this online guide for tips and best practices to help you navigate through the recruitment process.<\/p>\n
You can read the guide below or download it for free in an all-in-one PDF. The downloadable version also includes the top trends in recruitment for 2019 and a breakdown of our podcast interview with LinkedIn.\u00a0Check it out by clicking the button below.<\/p>\n\n\n\n\n
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<\/figure>\n\n\n\nThe word “recruitment” can be a scary one. After all, it carries a lot of weight and responsibility for the Human Resources department: hiring the right people is essential to the overall function, success, and well-being of a business<\/strong>. And, of course, it’s not simply about hiring \u2014 HR has to pick employees who, at once, represent company core values, fit within the culture, and, of course, are great at the job that they\u2019re brought on to do. The selection process is a complex one and there are different approaches you can take to maximize effectiveness in different departments. So, how can you make sure that you’re finding and choosing the best candidates? <\/strong> Keep reading to learn recruitment tips and best practices to help you navigate through the nuanced world of recruitment. A job posting is the crucial first step in finding the right candidate for a position, and the way that you describe the job plays a huge factor in turning a passive job seeker into an active applicant. A study conducted by Jobvite<\/a> shows that 60% of applicants abandon online job applications that are overly complicated. So, how do you craft a perfect job posting that\u2019s well-written, not too complex, and attracts the right kind of candidate? Try to keep these five points in mind: <\/p>\n\n\n The job description should be specific and honest<\/strong>. Don\u2019t waste opportunity by trying to be funny, cute, or vague. Be totally explicit about things like role expectations and responsibilities, compensation, location, work\/life balance, and health benefits. And, be upfront about details that might be a deal breaker for a candidate like specific work hours, travel, or anything that could be life-impacting. If your posting is too vague, you\u2019ll likely have to waste time with applicants who don’t fully understand what the position is, aren’t qualified for it, or who simply aren’t what you’re looking for. And vice versa \u2014 your company may not be what the applicant is searching for, either. Also, be especially clear on what the title is \u2014 if you’re looking for a Marketing Director, don’t advertise for a “Marketing Ninja.” Avoid trying to sound creative and cool, and instead go for crystal clear.<\/p>\n\n\n Succinctly summarize<\/strong> what the position is all about and try to be compelling<\/strong> at the same time. A posting that\u2019s either too long or too short will do you a disservice \u2013 research by Appcast<\/a> found that 500-600 words hit the just-right mark, providing enough detail to be thorough, without going on and on unnecessarily. <\/p>\n\n\n Define who your target candidate is and, then, speak their language<\/strong>. Write the post in a way that will entice your audience. A job posting for a social media coordinator at a social media agency<\/a>, for example, will be crafted differently than one for an engineer. Also, you can optimize your hunt by including relevant keywords, especially in your job posting title \u2014 those keywords will be what candidates will most likely be searching for and will be the first thing they see when results come up.<\/p>\n\n\n The job posting is also a chance to showcase your company’s unique personality<\/strong>, so try to paint a realistic picture of your organization and what it’s like to work there. Include things like how long you’ve been in business for, impressive and interesting clients you\u2019ve had, awards you’ve won, and what the work culture is like. Tone of voice is a good way to achieve this. So is video: not only can you physically showcase your company and its culture, but recent data collected by Lighthouse Research & Advisory<\/a> shows that video can make a candidate 46% more likely to consider the job and 30% more likely to apply. After all, recruitment is a two-way street \u2013 you need to impress potential hires as much as they need to impress you.<\/p>\n\n\n It’s always worth it to look at what like-minded companies are doing, and that rings true for job postings, too. In particular, referencing other job postings (whether they\u2019re in the same industry as you or not) can provide some really great creative inspiration for crafting your posting \u2013 and help yours stand out above the rest<\/strong>. For example, finding commonalities across multiple points can be an indicator of something that you might want to include in your post to attract that particular audience. You might also take note of a specific way a compelling post is structured; or the tone, if it’s relative to what the role you’re looking to fill.<\/p>\n\n\n\n The following three job postings each advertise for very different types of roles, but have the same important things in common from structure to characteristics. Keep reading to find out what each company did best in their posting.<\/p>\n\n\n This job posting from Pinterest<\/a> is short and sweet<\/strong>. The social network clearly states exactly who they want and what the candidate\u2019s responsibilities would be, in just a few words.<\/p>\n\n\n In their job posting, Engine has a long, descriptive introductory paragraph \u2013 which totally appeals to a writer. Here, the marketing agency has perfectly targeted their audience<\/strong>.<\/p>\n\n\n\n Eye-catching and easy to navigate<\/strong>, the layout of this job posting represents the brand personality of news outlet NPR<\/a> well.<\/p>\n\n\n\n Where is the best place to look for top candidates? With so many platforms out there, it can be hard to narrow down which are the most practical, easiest to use, and provide enough of a network reach. Some platforms may also be better to use for certain departments or sectors, as well. So, how can you determine which is the best one to advertise for the positions you want to fill and the employee you want to find? Here, we break down our top picks:<\/p>\n\n\n Indeed, Glassdoor, Monster, Craigslist. Of course, it goes without saying that, as a recruiter, you\u2019ll be posting your job listing on these online boards. But they\u2019re worth mentioning, because they are a foundational resource for HR professionals \u2013 they are a go-to for a reason<\/strong>.<\/p>\n\n\n\n A platform like ZipRecruiter, in particular, is important because it will give your posting more exposure by sharing it over a wide variety of job boards. Plus, the ability to sponsor a posting (promoting it so that it remains high in search results) is extremely valuable.<\/p>\n\n\n\n Additionally, Glassdoor can be an equally great resource for your company as much as it is for candidates, in terms of transparency. It\u2019s in a company\u2019s best interest to stay on top of their presence \u2013 a negative profile could be off-putting for a potential top candidate.<\/p>\n\n\n There is no question that social media has drastically changed the way that we communicate<\/strong>. As such, it makes sense that channels like Facebook, Twitter, and Instagram are great places to advertise jobs, showcase your company culture and core values, and scout out top talent. A study by MarketingSherpa<\/a> found that 58% of consumers use social media to follow brands. Social networking is an especially useful method for HR professionals who are trying to be more proactive in recruitment<\/a>, because they can approach and communicate with candidates directly or tap into a favorable candidate’s social network.<\/p>\n\n\n\n LinkedIn<\/strong> is a particularly fantastic resource. The powerful professional social networking platform combines job listings, referrals, and an extensive network in just about any industry you can imagine. Through it, recruiters can:<\/p>\n\n\n\n Applicants can easily apply to a job with just the touch of a button, which is one less barrier to entry for them. You can also see how many candidates have applied for a job, which is a great way for recruiters to gauge how engaging and popular a job posting is from a competitive research standpoint.<\/p>\n\n\n In-person networking can be great for recruitment because it connects you with a huge range of people. It gives HR a chance to get feelers out there and get to know potential candidates in a more relaxed and conversational way. Plus, it can connect you with other professionals, leaders, and help you stay on top of trends. Events like trade shows and recruitment fairs are great networking opportunities. As for tips on recruiting at these kinds of events? Do your research<\/strong> beforehand and make sure that you make the most of your time at the event \u2014 check the website for the event schedule, pick your sessions strategically, and study up on any attendees you really want to connect with. <\/p>\n\n\n Your own website is an excellent resource for recruitment. It can attract job seekers to your organization, showcase your business’ strengths, and even give potential candidates a good idea of what it’s like to work at your company. You can list current job openings and receive applications directly, if your site is set up for it. Think of it as a first-impression tool for candidates. And keep aesthetic in mind \u2014 a site that’s well-designed<\/strong>, with easy and simple navigation, is key.<\/p>\n\n\n Print isn’t dead! In fact, depending on your target audience and the job, ads in newspapers and magazines can still be great options for recruiters. According to a study by MarketingSherpa<\/a>, when asked which advertising channels they trust most, 82% of respondents said print ads in newspapers and magazines. The thing is, the ubiquity of digital media has given print media new power. Just think about how special it is to get a written letter as opposed to an email. Print holds a certain distinction \u2014 there is literal weight to your presence, as well as longevity<\/strong>. So, how can you make sure your print job postings are effective? Mainly, try to keep copy to a minimum. You only have a few seconds to capture the reader\u2019s attention, so make sure you have an eye-catching headline and clean visuals that tell a clear story about your company and what kind of position you’re looking to fill.<\/p>\n\n\n\n How can you effectively steer clear of unsuitable applicants so that you can focus on those worth interviewing? Here are three ways you can avoid wasting time with the wrong candidates:<\/p>\n\n\n If you\u2019re rushing the hiring process, you\u2019re going to increase your chances of hiring the wrong person. If you can, try to start looking for candidates well before you actually need them. By taking the time to find the right candidate instead of scrambling to quickly replace an employee you\u2019ve lost, you\u2019re significantly decreasing your chances of hiring the wrong person. Be proactive <\/strong>in your planning and give yourself a certain amount of time to find a pool of good candidates.<\/p>\n\n\n Cover letters play a vital role in the hiring process. With tons of cover letter templates<\/a> available online for candidates to use, recruiters should watch out for cookie-cutter cover letters. A dead giveaway is if the applicant mentions the wrong company name or doesn’t speak directly to any of the skills you mentioned in your job posting. A personalized <\/strong>cover letter<\/a> demonstrates that the candidate isn’t doing a mass resume drop \u2014 and is actually taking time and putting care into their application to your organization. Look for clear and professional language, brevity, and genuine enthusiasm.<\/p>\n\n\n Transparency<\/strong> is important for both the recruiter and the applicant. Don\u2019t be afraid to scope out a candidate\u2019s social media profiles \u2013 in today\u2019s digital day and age, candidates should be well aware that recruiters are going to be looking them up. Accounts should be professional or private, with nothing on there that could make them or your company look bad by association. Also, in the same way, keep an eye out for the candidate\u2019s email address. A handle like cute_bae_xoxo@gmail.com, for example, is definitely a red flag!<\/p>\n\n\n\n We’ve always been told to not judge a book by its cover \u2014 but how does that come into play at a job interview where the candidate is being, well, judged? As soon as they walk in, you’ve likely already made immediate judgments on things like whether the potential hire seems confident, tired, or nervous, and have a general sense how the interview will proceed.<\/p>\n\n\n\n But should you trust your first impression?<\/strong><\/p>\n\n\n\n Sometimes these judgments can be an expression of our unconscious bias. Whether we like somebody as a person is different from whether they’ll be good at their job. Of course, in roles like sales, general likability is certainly important. But, a candidate who may seem ditzy at first could be the best accountant you\u2019ve ever met. This is the thing with biases: sometimes they can be unfair.<\/p>\n\n\n\n A recent study by MarketWired <\/a>found that first impressions can often be self-fulfilling prophecies: if you start off with a positive impression of somebody, you\u2019re more likely to give off positive nonverbal cues. The candidate will pick up on that and respond. In the same way, negative feelings also reinforce themselves. If you go in with a bad impression of somebody, you\u2019re more likely to behave accordingly, causing the candidate to do the same.<\/p>\n\n\n\n And<\/strong> what about the impression you’re making?<\/strong> First impressions go both ways \u2014 and the one that you make as a potential employer might matter even more in the long run. According to another study by MarketWired<\/a>, 80% of candidates would take one job over another based on the connections formed during the interview process.<\/p>\n\n\n\n Try to approach interviews like a controlled experiment<\/strong>. Ask the same set of questions to each candidate \u2013 with room to dig into certain avenues \u2013 so that you have common criteria to compare against. A debrief with any colleagues who sat in on the interview can be a helpful and fair way to discuss pros and cons, too. And, if you feel a bad impression coming on, try your best to give the candidate the benefit of the doubt. Your positive behavior can bring out the best in them and even may allow them to change your initial impression.<\/p>\n\n\n\n Interviewing candidates is a nuanced process that goes far beyond probing skills and abilities. Recruiters have to find someone who not only will be great at their role, but fit in with the work culture and add value to the company. Asking the right questions is essential when determining who is the best fit for the job. Try to keep them open-ended, which requires the candidate to tell you a story. When it comes to conflict\/resolution questions, look for the candidate to provide context, explain what they did to fix the problem, and share the lessons they learned.<\/p>\n\n\n\n
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Part One: The Search<\/strong><\/h4>\n\nCrafting the Perfect Job Posting<\/h5>\n\n
Five Factors to Think About When Advertising an Open Position<\/em><\/h6>\n\n\n
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<\/figure>\n\n\n\n1. Be Clear<\/strong><\/h6>\n\n\n
2. Be Concise <\/strong><\/h6>\n\n\n
3. Know Your Audience <\/strong><\/h6>\n\n\n
4. Tell Your Story <\/strong><\/h6>\n\n\n
5. Find Inspiration In Others <\/strong><\/h6>\n\n\n
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3 Examples of Great Job Postings<\/h5>\n\nListings that Have the Formula Down to a Science <\/em><\/h6>\n\n\n
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<\/figure>\n\n\n\nPinterest: Brand Designer <\/strong><\/h6>\n\n\n
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<\/figure>\n\n\nNPR: Recruiting Manager<\/strong><\/h6>\n\n\n
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The Best Platforms for Recruiting Great Candidates <\/h5>\n\nNot All Job Boards are Created Equally – Choose the Right One for Your Business <\/em><\/h6>\n\n\n
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<\/figure>\n\n\n\nOnline Job Listing Boards <\/strong><\/h6>\n\n\n
Social Networking <\/strong><\/h6>\n\n\n
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Networking at Events <\/strong><\/h6>\n\n\n
Your Company Website <\/strong><\/h6>\n\n\n
Print Ads <\/strong><\/h6>\n\n\n
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How to Weed Out Applicants Early On <\/h5>\n\nThree Ways to Dodge the Bullet <\/em><\/h6>\n\n\n
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<\/figure>\n\n\n\nDon\u2019t Wait Until You\u2019re Desperate <\/strong><\/h6>\n\n\n
Pay Attention to the Cover Letter <\/strong><\/h6>\n\n\n
Look at Social Media <\/strong><\/h6>\n\n\n
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Part Two: The Interview Process<\/strong><\/h4>\n\nFirst Impressions – How Important Are They? <\/h5>\n\n
The Validity of What You Think When Your Candidate Walks Through the Door<\/em><\/h6>\n\n\n
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5 Interview Questions to Ask Your Candidates <\/h5>\n\nQuestions That Can Help You Determine Who’s Right for the Job<\/em><\/h6>\n\n\n
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