How to Find Quality Candidates for Your Business

How to Find Quality Candidates for Your Business

Do you think Lebron could win a championship on his own? Could Brady? Of course not. It takes a team. The same goes for your business. Although some leaders try to run a business single-handedly, most fail spectacularly. What you need to do is hire quality candidates. But how do you find them? Read on to find some simple steps you can take to find high-quality employees for your business. 

Create an Ideal Candidate Checklist 

Before you even list a job, you have to know where help is most needed. What is the weak point in your business? What role could take the most work out of your hands or increase efficiency and output? Once you figure out the nature of the part, create a checklist of what the ideal candidate would look like. To determine this, split the list into two tiers:

  • Tier 1: Minimum requirements – The first-tier acts as a screening mechanism. If candidates don’t have these base qualities, then you can easily eliminate them. Qualities include:
    • Prior industry work experience
    • Industry knowledge
    • Skills
    • Licenses
    • Memberships
    • Certifications
    • Personal attributes
    • Education credentials
  • Tier 2: Desired qualifications – The second tier helps you distinguish between the candidates who passed the minimum requirements. This list is composed of skills or qualities that are more closely tied to your personal preferences. If you already have someone on your team that’s a superstar, analyze what sets him or her apart, then look for those special qualities in a candidate. Ask yourself:
    • Do they fit the company culture?
    • Do they have the right attitude?
    • Are they compatible with the existing team? 

Post an Accurate Job Description

When you post the job to the classifieds or job boards, you need to actually list the job you’re hiring for. You’d be surprised by how many companies fail to accurately list and describe a job position. A precise depiction of the role acts as a screening mechanism, helping attract the right type of candidate. The description should include:

  • The job role
  • Required skills
  • Relevant experience
  • Personality attributes critical for success 

Don’t use vague terms or grandiose descriptions. Much like you would when talking with a customer, don’t beat around the bush. Tell applicants exactly what they’d be doing and why that position is important. 

List Salary and Benefits 

Although many companies balk at this, consider listing the salary or hourly compensation and any benefits that come along with the job. Drop the charade where candidates have to pretend like they don’t care about the money. It’s why they’re coming to you in the first place! Respect that by creating an open and transparent dialogue from the start. 

Ask Pointed Questions

As the resumes pour in, you can start making calls. Candidates who pass an initial phone screening should be brought in for interviews. Want to make your life easier? Prepare 8-15 questions that you can ask every candidate. A uniform screening process makes it infinitely easier to compare and contrast interviewees. 

While some of the questions can be about the role, not all of them should be. This is your chance to get a feel for the interviewee. It’s your opportunity to peel back the professional veneer and discover the person beneath the surface. 

Some high-quality examples include:

  • When have you been so passionately focused on an activity that you lost track of time?
  • What is your dream project at our company? What would you need for this to happen? 
  • What is your proudest moment of your career? 

Know Who You Hire

Have you landed on a candidate? Great, you’re almost done! But you’re not there yet. First, you need to do your due diligence by performing an identity verification. A background check accomplishes several critical things, including:

  • Protects your business from liability
  • Creates a safer and happier workplace 
  • Reduces your risk of theft or fraud

Hire Internally

How to Find Quality Candidates for Your Business

If you want to save money and expedite the hiring process, one of your best options would be to promote internally. Even if you’re not sure whether the employee is completely ready for that responsibility, you’re already intimately familiar with their character, work ethic, and fit within the company. Take a risk and put your faith in them! Your belief might be all it takes for them to step into the role and succeed. 

Start Your Search

Are you chomping at the bit and ready to go? You should be. Hiring a new employee is an exciting chance to infuse some fresh life into your business. By taking a careful and meticulous approach, you’ll ensure that you can hire quality candidates.

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