How to find quality candidates when you’re short on time

recruitment Recruitment can be a long and complicated process. If you have a lot of time to prepare for your new recruit, this doesn’t necessarily have to be a problem but if you’ve been left in the lurch with an unexpected resignation, you no doubt want to fill the position as quickly as possible. How exactly do you find quality candidates quickly however?

Sell the company  

Make sure you understand the benefits your company has to offer in comparison to your competitors. Being able to sell this to potential employees means that you will not only be able to attract good people quickly, but chances are that candidates will actively seek out upcoming roles at your organisation.

Devise a checklist

One of the main reasons recruitment goes wrong is because companies don’t take the time to think about what they’re actually looking for in an employee. Before you even begin the interview process, devise a checklist that details the personality and behavioural traits that you’re looking for. This will ensure that you hire someone who is the right cultural fit for the business.

Involve the team

Another big reason why hires go wrong is because they’re not the right fit for them team. Remember that your staff will be sitting next to and working with each other every day so it’s important that they can work together. A great way of achieving this is to involve your team in the recruitment process. Ask them what they’re looking for in a colleague and if possible, introduce them before a final decision is made.

Extend your search

You may think that it’s a waste of time pursuing candidates who aren’t actively looking for work but did you know that 70% of permanent employees are open to new opportunities? Extending your search beyond those who have applied to your vacancy not only speeds up the recruitment process but also opens you up to a lot more talent.

Rank candidates

If you’re looking at hundreds of CVs or conducting a lot of interviews, it’s easy to get confused and lose track or who is who or forget how much you did or didn’t like someone. When you’re screening applications, start by ranking candidates straight away. Put them into different categories – unsuitable, possibilities and definite yeses. You can base this on the checklist that you will have put together earlier.

Make sure you meet candidates

If you need to make a quick hire it can be very tempting to recruit someone based purely on their CV. Try to avoid doing this though – just because someone has all the right skills and qualifications, it’s doesn’t necessarily mean they will be the right cultural fit. If you really can’t meet the person face-to-face a video interview makes a great alternative.

Make an offer quickly

If you interview someone and you love them, make them an offer as soon as possible. Good candidates are in demand and if you hang around there’s every possibility that you will miss out to a competitor.

If you need help with any of your recruitment needs, feel free to contact Choralis Consulting and we will be happy to help.

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