Finding talent and making the decision to hire someone has always been challenging, but with more and more people now working from home, it’s gotten even more complicated. Job fairs and informal coffee interviews might not always be possible, but by embracing technology hiring managers can find the perfect candidate and get to know them. These tips should help you find an excellent candidate for your company.
Get on social media
Social networks aren’t just for sharing photos of your kids, pets, or food; they’re a great way for hiring managers and HR to find and meet potential hires. Posting job opportunities to your social channels encourages people to apply for open roles. But, if you really want to use social media to help you find candidates, you need to be using LinkedIn—the world’s largest professional network. Here, you can post your job descriptions, search for talent all around the world, and filter your search so that you’re able to focus on applicants who meet your company’s exact needs.
Writing an enticing job description
When writing a job description, you want to sell your company and the role so that people are eager to apply. You also need to be clear on what you’re looking for in a candidate so that you aren’t bombarded with unqualified applications.
Any hard skills that are needed for the job are very important to include. These include programs that are used regularly, coding languages, or anything that is going to be necessary to complete day-to-day tasks. Soft skills are also good to mention, but if these aren’t essential to the job or if they can be learned while working, it’s helpful to state that so you don’t dissuade people from applying.
Another tip to help make your job description stand out is to include a salary range. While traditionally salary discussions happen during the interview process, including a range in the description can help signal if a job will meet a candidate’s needs.
Here are some good things to include in your job description:
- Background on the company: Even if you’re working for a company everyone’s heard of, you want to explain why someone would want to be a part of your organization.
- What is the position: State what someone can expect to do both day to day and long term.
- Who are you looking for: What qualities are you looking for in a candidate? Explain what the minimum qualifications are and the preferred qualifications, so people know if they should apply.
- Why should someone want the role: This can be a salary range, but also benefits, perks, and any other reason that makes working for your company great.
One useful feature of LinkedIn is that it gives you a much better look at a potential candidate than what a typical résumé might provide. Some things to look for when assessing a candidate could be:
- Mutual connections: It’s always good to utilize your professional network, and this also gives you an idea of who you might want to contact for a reference.
- Recommendations and endorsements: These include both written recommendations a person has and an endorsement of tasks that the person has completed.
- Posts and articles: Take a look at what posts someone has liked or what articles they’ve written to get an idea of what someone’s passionate about.
- Badges: These are marks that someone has completed a skill assessment test in different categories and they’re a way to determine if they have the hard skills you’re looking for.
- Shared work or portfolio: LinkedIn allows people to attach or link to work they’ve done to give you a better understanding of their skillset.
Call or talk face to face
After you’ve selected several candidates, you’re going to need to get to know them. Before scheduling interviews, you should evaluate your interview process and be mindful of a candidate’s time. If you have multiple people who need to be part of the interview, staggering the process to filter out candidates can save a lot of time and energy. Before jumping into a video chat, start with a phone call. This is more informal and can help you assess if someone meets the requirements for the role, and it gives candidates a chance to ask any questions to determine if the role is right for them. After you’ve conducted phone interviews, you can move on to scheduling time face to face even when you can’t meet in person.
Seeing your candidates
Since we’re not always able to meet and shake hands, using a video conferencing app like Microsoft Teams allows you to get that in-person conversation even if you’re miles apart. Video conferencing can be used to schedule group conversations if there are multiple people who need to meet with a candidate, it’s also a great way to share files if they need to send an example of their work. And, since we’re all dealing with different work-from-home situations, features like background blur can help to focus the conversation on the candidate and not what’s happening in the background.
An unusual process
As you decide which candidate you’re going to offer the job to, remember that an interview is an unusual and often stressful process for someone to go through. Interviews offer a very limited opportunity to get to know someone, and unless the role involves conducting interviews, they’re often not the best way to evaluate someone’s skillset. They take practice, so if someone isn’t a great interviewee, that doesn’t always mean they wouldn’t make a great candidate, it could just mean that they’ve been working at the same company for an extended period of time. This is why it’s so important to review someone’s experience and qualifications and weigh those against the needs of the job. And, always feel free to reach out to someone again to clarify something, or just to have another opportunity to talk to them.
Follow up with everyone
While it’s always a great feeling to let someone know that you’ve selected them for the job, you should also let people know that they weren’t selected. Contacting other candidates is a courtesy that can help to keep their opinion of your company positive. You don’t have to go into specific details of your decision, but reassuring candidates that your choice isn’t a personal reflection on them can help them transition to future opportunities. Let people know if you’re open to staying in touch or connect with them on LinkedIn so they’ll be aware when new roles open up.
While a lot has changed with the job market, by adopting these practices you might discover that finding and hiring talent can be just as successful as it has been in the past. Using social media allows you to open your job search and find the best candidates from all around the world. Video chat allows us to make that in-person connection even when circumstances don’t allow us to be in the same room. And, a few considerations on how you meet with candidates can help set you up for success.