Not every company has the resources to hire professional recruiters to find amazingly talented employees. So how do you recruit top talent without a specific recruiter? It might be easier than you think.
Start out right.
Before you start searching for new talent, analyze the job position and write an amazing advertisement. Make your ad unforgettable, impossible to miss, bright, show stopping, and colorful. Describe the job in real words, not just a list of duties in fine print. Include a picture of your amazing office and promote the benefits, not just the job.
Everyone is on social media, so start there. Twitter, LinkedIn and even Facebook can be treasure troves for finding talent and communicating about your company. Most professional recruiters use social media to post jobs, find potential candidates and communicate about possible jobs. Simultaneously, post to all of the mainstream job boards and use your own employees to spread the word. If you’re interested in a recent grad, reach out to the pertinent department at the local colleges to advertise there as well.
Time for interview day.
Choose candidates that meet the qualifications and schedule interviews. A day of interviews can be exhausting, and overwhelming. So do everything you can to make this process easier and more effective in choosing the best person for the job:
- Prepare ahead of time by asking a few key people from the company to attend the interviews and prepare key questions.
- Start by getting to know the person, ask them about their interests, family, hobbies, this helps everyone to relax into the interview a little bit more.
- If you have a lot of interviews back to back, it can be helpful to create a rubric system where each person present can quickly “rate” each applicant based on the interview. This makes it easier to rank candidates later and pick out the top picks.
Reference check like crazy.
Whatever you do, don’t sip this part. You want to be sure that the people you bring into your company are who they say they are, and you want to understand how you can help them be successful. Call references the candidate provides, as well as references they don’t. You can use LinkedIn to find second degree connections and give them a call. Ask the reference to rate the candidate in specific areas to give you a well-rounded snapshot of their work ethic, habits, problem-areas, etc.
Last, follow up with everyone.
It’s an uncomfortable position to call or email a dozen people and tell them they didn’t get the job, but this is an important step. You might end up needing some of these candidates in the future, so you want to start with a positive interaction, even if it’s delivering bad news.