The 5 Most Important Steps To Hiring Top Quality Candidates

Hiring the best quality candidates for your job vacancy is crucial.  Why settle for second best or middle of the road employees?  Here, we’ll explain the 5 things you have to get right to attract the best staff.

Attract High Quality Candidates.

Attracting the best candidates to work in your business is really important.  If we think of the high performing companies in the UK such as M&S, BP, Barclays etc, the real household names, there is one thing they have in common when recruiting staff.  They all invest in recruiting the best staff they can find.

These companies will spend big to attract the best quality candidates available.  They will advertise, use recruiters, hold open days, assessment days, check into candidate backgrounds and so forth.  The reason they do this is that top performers deliver results that affect the bottom line of these companies.

But they also realise that poor candidate selection can result in lost revenue, poor performance, increased management time and costs etc.  It is so critical to get your next employee right, it’s important to invest a little time, effort and money to seek out the best.  Here are the 5 things you absolutely must do.

1.) Set a recruitment plan.

Set out the job title, who the potential employee will report to, a start date & specific deliverables that you want your next employee to bring to the business.  Top candidates will expect your business to have a plan, what is expected of them and what they will be targeted to do over the next 12-18 months.  Skip this step and candidates will think you are unprofessional, lack a plan and that the company does not know where it is headed.

2.) Set a professional job description.

This is what will initially grab the candidates attention.  It should include a brief statement about your company, the purpose of the role, the main tasks expected of the candidate and also the salary, location, benefits and holidays.  Don’t detail every single task you expect the candidates to do, it should be 1-2 pages at the very most.

3.) Respond to candidates efficiently.

One of the things that candidates hate the most is chasing up job applications.  If a candidate isn’t right for your company, tell them.  If they are shortlisted, tell them.  Don’t ignore candidates, they are applying for many jobs and as such if you take 2 weeks to get round to looking at a candidates CV then there is a good chance they will be speaking to other businesses about working for them instead of you.

4.) Keep your interviews/assessments to the point.

No candidate wants to go through endless telephone interviews, assessment days, first, second and possibly third interviews.  They may have to take days of work to attend each of these interviews.  Try to set assessment days and tie in a first interview and maybe even a second interview on the same day.  Think of the recruitment process and your plan and really ask yourself do you need the number of interviews and assessments to reach your ultimate decision.

5.) Act fast.

Decision time.  Found someone you like?  Don’t delay.  Candidates have their CV’s on databases, maybe registered with recruiters and until they accept your job offer they are probably still applying for jobs.  If you have the perfect candidate then offer them the job, get them to sign the contract and bring them into your organisation as fast as you can.