When it’s time to hire a new employee, the process of advertising the position and vetting candidates can seem daunting. How do you get the best candidates? And once you have them, how do you make sure they’re the right fit for your company?
When it comes to advertising new job positions, many companies make the mistake of thinking that the process is as simple as putting up a job listing and waiting for the best candidates to come rolling in. Unfortunately, this isn’t always the case. It can be difficult to find qualified candidates, and even more difficult to vet them properly.
Therefore, the process of hiring is definitely daunting, which is why so many companies outsource it to headhunters altogether. But how do you get the best candidates? And once you have them, how do you make sure they’re the right fit for your company? In this blog post, we’ll offer some tips for advertising job openings and vetting potential employees.
What’s the right way to advertise jobs?
Use dynamic digital flyers
Most people think that job postings are the be-all and end-all of recruiting, but they’re just one part of it. You can use a variety of methods to get the word out about an open position at your company. And in today’s digital age, one of the best ways to do this is by creating dynamic digital flyers.
These days, potential employees are more likely to be searching for jobs online than they are to be looking through the wanted ads in the newspaper. So it only makes sense that you would want to meet them where they’re at – which is why digital flyers are so effective.
Not only do digital flyers allow you to reach a wider audience, but they also allow you to include more information about the position and your company. You can really sell potential candidates on why they should apply. You can create your job flyer in a matter of minutes with PosterMyWall, an online graphic design tool hosting hundreds of flyer templates.
Give all the details
We have seen many employers making the mistake of not elaborating enough in their job postings. Potential candidates want to know as much as possible about the position before they apply, so don’t hold back on the details.
Be sure to include information such as the duties and responsibilities of the position, the required qualifications and skills, compensation and benefits, the location of the position, and anything else that you think would be relevant. The more information you can provide, the better.
If you’re not sure what to include in your job posting, take a look at some of the other listings in your industry and use them as a guide. Just be sure not to copy them verbatim – you want your listing to be unique.
Deciding your vetting process
Once you have a clear idea of what you’re looking for in a candidate, it’s time to start thinking about your vetting process. This is the process that you’ll use to screen candidates and narrow down your pool of applicants.
Phone interviews
Shortlisting a candidate based on their resume isn’t sufficient to call them for an interview. There are still so many unknowns at this point, and you might just end up wasting your time calling an unfit candidate for the position.
That’s why phone interviews are so important. They allow you to ask more specific questions and get a better sense of a candidate’s qualifications. Not to mention, they save you the time and expense of bringing in candidates for in-person interviews who might not be qualified or may lack the particular expertise you’re looking for.
In-person interviews
Once you’ve done a phone screening and you’re reasonably certain that a candidate is qualified for the position, it’s time to bring them in for an in-person interview.
This is where you’ll really get to know a candidate and see if they’re a good fit for your company. Be sure to ask behavioral questions that will give you insight into how the candidate would handle real-world situations. And of course, don’t forget to ask about their qualifications and experience.
The in-person interview is also an opportunity for the candidate to get to know your company better and decide if it’s somewhere they would be happy working. So be sure to give them a tour of the office and introduce them to some of the other employees.
Structure your interviews
It’s a good idea to have multiple interviews, with a final interview involving a whole panel. This way, you can get different perspectives on each candidate.
The first interview can be conducted by the hiring manager. This is a good opportunity for the candidate to ask questions about the position and learn more about your company. The second interview can be conducted by someone from HR, and this is a good opportunity to discuss salary expectations and other benefits.
The final interview should be conducted by a panel of employees, with each employee asking the candidate different questions. This is an opportunity for the candidate to really sell themselves and demonstrate their qualifications for the position.
After the interviews are complete, it’s time to make your decision. Be sure to take your time and choose the candidate that you think is the best fit for the position and for your company.
Parting thoughts
Advertising new job positions and vetting candidates can be a time-consuming process, but it’s important to take the time to do it right. Oftentimes, employers make the mistake of focusing too much on technical skills and neglecting soft skills, such as communication and problem-solving.
Remember, you’re not just looking for someone who is qualified for the job you’re looking for someone who will be a good fit for your company and their team(s). So take your time, ask the right questions, and choose carefully. With a little effort, you’re sure to find the perfect candidate for the job.