How To Recruit Top Talent And Stay Sane At The Same Time

Understatement of the day: Looking for the people with the right combination of talent, hard and soft skills and drive for your business isn’t a cakewalk. The fact that you can reach and search for top talent all over the world is supposed to make things easier. It’s true that you have more choices than ever. But it’s also true that along with the greater numbers come additional challenges.

Recruiting is no longer a sort the resumes, conduct personal interviews, go with your gut and hope it works out routine. Now you have additional recruiting tools and online job sites to search for and evaluate candidates. So how can you find top talent and keep yourself sane? Follow these guidelines.

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Let It Be Known

As a manager, you probably receive unsolicited resumes and job inquiries whether you want them or not. Because of time restraints, many managers choose to ignore unsolicited resumes. But when the time comes to actively recruit, the rules change. You want resumes. You want responses. But you have to get the word out.

Some companies social media pages, such as this LBF Travel one, actively publicize their job openings to attract applicants. The benefits of using social media for job openings is that they are searchable. When potential candidates with the skills you require run a job search, your recruitment posts show up in the results.

Attract The Right Talent With A Compelling Job Description

A descriptive yet concise job description is your best friend when it comes to recruiting. When effectively written, the job description attracts people with the skills and talents the position requires and weeds out those who don’t fit. Follow these tips for writing an effective job description:

• Use a Descriptive Job Title: Make the title specific, using relevant keywords and phrases that precisely describe the position. Avoid industry lingo and jargon. Don’t use level numbers, but descriptions, such as “entry” or “senior.” com statistics show the most “clickable” job titles are 80 characters or less in length. Brief and concise – that’s the ticket.
• The Summary Says It: The summary provides a brief company overview, outlines position expectations and, when well done, grabs the job seeker’s attention. Avoid irrelevant information about how long the company’s been in business or who the current CEO is. Use industry and company relevant keywords and phrases. Write a compelling first line about what makes the company unique, what makes it different. For example, try “Discover your potential as a senior account specialist with our ground-breaking company. Company Name is an award-winning innovator providing talent with the tools they need to hit the ground running as well as opportunities for future career development.” Also, include the job location.
• And the Job Is…? Create a detailed list of core job responsibilities. Add unique requirements to main duties when necessary. For example, if you’d like to hire someone already familiar with the software your company uses, say so within the job duties. Provide a day-to-day activity summary and explain how the job fits into the corporate structure – including who the job reports to and the impact of the job on the business as a whole. Give applicants the big picture.
• Applicants Need These Skills: List hard and soft skills, certifications required, educational requirements, years of previous experience desired and any other required or desired qualifications. Use precise language in a list type format. Do not list minor requirements or skills rarely needed. Don’t list skills as requirements if you’re willing to train.
• Tell Them How to Apply: Explain how interested applicants should apply for the position. Should applicants email or fax resumes? Is there an additional application to fill out and send? Include contact information.

Now What?

There are multiple ways to publicize your job opening. Post the job description on Monster.com, Indeed.com, LinkedIn, on your Facebook page, website and blog. And watch as the applications pour in.

Separate applications into categories with the most qualified in one, possibles in another and not in the running in the last. Of the most qualified group, use additional screening tools to determine eligibility. Search applicant names. Visit their personal social media pages. Run background checks. Discover if there is anything that might preclude an applicant from becoming a viable candidate. Concentrate on those without extra baggage. Interview the top individuals and make your choice.

Hiring is never a sure thing, but if you write a great job description, research the applicants and make an informed decision, chances are you’ll hire the person who not only fits the job but has the potential to be a successful member of the company team. And you just might stay sane in the process.

If you are interested in even more job-related stories and information from us here at Bit Rebels then we have a lot to choose from.

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