Hiring Tips: How To Acquire The Best Talent

Hiring Tips: How To Acquire The Best Talent

Many hiring managers and HR professionals are all too aware that finding the right person to fill a specialised role is no easy feat. Many times, openings are left unfilled for long periods of time due to difficulties in attracting good applicants.

This scenario is unfortunately quite common, and the reality is that it is unlikely to improve without a change of approach. Fortunately, there are many actions that can be taken to get better results and make hiring great people less of a nightmare.

In this post, we’re going to look at some specific actions that can be taken to improve the likelihood that you can find and attract the talent you need for your business.

Look for talent internally

If there just doesn’t seem to be anybody out there who fits the bill, maybe there could be somebody in here who does. 

There are many advantages to filling a position with somebody already on the company payroll. This person will come with a full and intuitive understanding of your business and its objectives and (presumably) already has a great working relationship with the rest of your staff. It eliminates the time and hassle spent on bringing somebody in and dealing with recruitment agents and allows the company to get straight on with it.

It’s very beneficial from the point of view of your employees, too – they are likely to feel much more appreciated if they feel that their talents are being recognised and they are being offered new opportunities. This promotes excellent workplace morale and fosters an attitude of always wanting to do your best – because who knows what you might offer them next?

Consider non-traditional routes

Particularly when trying to fill roles that require highly specialised skills, taking a ‘post and pray’ approach to recruitment may not be enough to net you the talent you really need. 

You’re going to need to widen the pool of possibilities, and to do that you might have to think outside the box. Perhaps you might decide to relax your requirements for formal qualifications to allow self-taught candidates to apply – or you might look for options in unusual places.

From headhunting candidates on LinkedIn or tracking down people who are active in specialist communities to offer them a job, there are lots of unusual places you might locate talented people and encourage them to join your ranks. 

Offer something compelling

If your organisation doesn’t have the reputational clout and ‘cool factor’ available to the biggest names in your industry, you might need to offer something else desirable in order to make talented candidates consider you a serious possibility. 

This might be offering very competitive pay rates, holidays, and other perks and extras. What would compel the best of the best to think they wanted to work for you and not your competitors?

Of course, this is also a great way to ensure you retain talent after hiring. A candidate who accepts a job while believing that they probably deserve better is likely to look for bigger and better opportunities before long – unless you make it worth their while to stick around.

Conduct great interviews

Everybody knows the cliche interview questions, and talented candidates are likely to be well-prepared with canned responses to the usual lines of enquiry. Sometimes, this can lead to them mostly just ‘saying what you want to hear’ – and it doesn’t really help you find out what they’re really like.

Non-standard questions that force the candidate to give unscripted responses are a great way to get to the heart of how they actually think and act. This will give you a chance to test their creative thinking and how they respond to unusual stimuli. 

It’s also a good idea to look at ways to promote objectivity on your part during interviews. It can sometimes be easy to get distracted by how personable or well-presented somebody might be, but depending on your requirements, that may be best thought of as a secondary concern behind how competent or knowledgable they are when it comes to the role. This might be a matter of developing a points system to grade candidates objectively, or to quiz them on their technical knowledge.

At the end of the day, your business is only ever as good as the sum of the people it employs. With the right people working behind the scenes, the company can go from strength to strength as it reaps the benefit of their expertise and creative insight.

It isn’t always easy to find the right people for the job, but by making use of some of the top tips shared here, you can ensure that your organisation is able to find the right candidates time after time – and keep them in the long term.

Blue Box Business