You’ve written a smashing job description that is going to get noticed and you’re about to hit that post button…But then, a thought crosses your mind. How do you ensure the ‘rite’ candidate applies? And, how do you choose which candidates to put forward for a role? There’s a lot to think about. We’re not doubting your recruitment abilities, but here at Recruitrite, our team has a few insights to share. If you’re seeking some guidance, allow us to walk you through with the resource below. Stop the questions and put yourself in a position of power when it comes to getting the ‘rite’ candidate. Download our ‘Getting The Rite Candidate’ resource now.
Resourcing candidates for a role is a process where every step should be considered. From the get-go, you should have an idea of the perfect candidate that would suit the job perfectly. However, finding them and then putting them forward isn’t always plain sailing.
Relying on your recruitment instincts will help, but more is needed. Here’s our step by step process on finding and selecting the best candidate for your own company, or your client.
Know Your Perfect Candidate
This first step may seem like common sense, and that’s because it is. You’d be surprised at just how many recruiters set out on the recruitment process without knowing their perfect candidate. Set about identifying the characteristics, skills, and experience of your ideal fit for the role.
This defining process will require a bit of time, but it is certainly worthwhile. It will help you to paint a picture of the candidate you envision in the role. Once you have done this, keep that image in mind and carry it over to the next steps. You will now have a clear idea of exactly what you are looking for.
Start With The Job Description
We don’t need to tell you that the job description you put out needs to be the best it can be. But, the question is – have you really made the job stand out? If you haven’t already, download The Rite Job Description resource which covers what to include (and what not to!).
Before you post the job advertisement, give it a read over and put yourself in the candidate’s shoes. Does the job description sell the role well? Have you covered aspects of the company culture so the candidate can imagine working there? Will the candidate have a clear idea of what they must bring to the job? If you have answered no to any of these questions, it’s time to redraft.
When you are confident that the job description is the best it can be and you’ve covered everything, you’re good to go.
Consider Using Recruitment Software
Being a recruiter is a busy role, trust us, we know! So, why not enlist the help needed in a software format? There are many great tools out there that can assist in finding the perfect candidate for a role. Manually searching for candidates can be time consuming. You can cut out the middleman and speed up the task. It’s pretty simple.
These tools are specifically designed for recruiting candidates, which are especially handy for a large pool of applicants. They will inform you when a candidate has applied, send out emails, and much more.
Use An Applicant Tracking System
Looking for a way to streamline your recruiting process? An applicant tracking system could be the answer. If you have already dedicated the time to perfecting the job description step, a tracking system will help immensely.
Not only will you be able to keep track of applicants in a simple way, you will also improve candidate experience. If you don’t already use an applicant tracking system, it’s time to start!
Review Applications The ‘Right’ Way
Great news! You’ve posted that perfect job advertisement and have interest from prospective candidates. Now comes the tricky part – filtering out who is suitable and who is not. You will already have an idea of what skills and experience the candidate must possess in order to be a potential ‘rite’ fit.
When reviewing CVs and cover letters be sure you’re looking for the skills and experience desired.
If you’re a recruiter, you will have already asked your client all the important questions. Be sure to keep these in mind when reviewing applications before you plan any interviews. And, if you’re the company owner, the same principle applies. Ask yourself exactly what you want from your new team member.
Once the interview stage is over, it’s a good idea to request employee referrals from the selected candidate. Not only will this help you verify that the candidate for the role is reliable, but you will get an insight into their work ethic.
Employee referrals are easy to set up. Usually you will request them via email, or in some cases telephone. There are also specific employee referral programmes that are very useful too.
You’ve Found The ‘Right’ Candidate
So, all the hard work has paid off. You have cracked the job description and have set up a process. As a result you’ve found the perfect candidate for the role. Congratulations!
It’s time to offer the job to the candidate and await their response. Most of the time the candidate will accept and it’s onto the preparation stage.
However, if at this stage your set back as the candidate declines the job offer, it’s back to the drawing board. With the steps above we are confident that you will be able to repeat the process efficiently.
Your Next Step
Getting the ‘rite’ candidate for a role is never an easy task. However, with the process tips above you are going to increase your chances of finding that perfect fit.
At Recruitrite we specialise in recruiting talent for all types of businesses. If you’re a company in need of recruitment help, allow us to assist by contacting our team today.
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