How to find the Best Candidates for a Job opening?

Your position as the manager and that of the management team determines the success of the organization, by finding the best candidates for various job positions. Basically, your business will be better compared to other similar businesses if you will hire only the best candidates in various tasks. This is because, irrespective of how the candidate is talented, they cannot be suited for all jobs.

Nevertheless, you need a system that will enable you to track down the candidates, to start finding only the best. Additionally, there is no specific place for finding the best candidates, because they might come from various areas of expertise. Here is a guide on how to find the best candidates for a job.

Table of Contents

1) Through personal referrals

When different jobs open up in many companies, one of their ways on how to find the best candidates for a job is using referrals from the employees they have at the moment.

As indicated by various researchers, the method is not a coincidence, and candidates who get hired in a company through referral by current employees are not only happier but also stay in the company for long and they work hard in better ways.

Therefore, you should involve your current employees in the participation of recruitment process of various job posts by requesting them to refer talented relatives and friends to the company.

2) Closely looking within

You should closely take a look at current employees to take up the job positions before launching a massive search of the candidates outside the company. Not only referrals, many of your own employees might like a job change or a change in position. You should not lose these employees to competition.

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After you are done with examining internal candidates and none of them qualifies for the job position, you can now go ahead to look for the best candidates outside your organization.

The best thing with initially looking for candidates within your organization is that the process becomes less expensive and faster. In addition, the method results in the happiness of the current employees, by seeing they are considered for open job positions.

3) Use of temporary agencies

One of the most effective means to hire new employees in an organization is hiring temporary employees or temps. Once you hire a temporary employee, you will not only enjoy the benefits of the services offered by the employee but also an opportunity to hire the employee on a full-time basis from various agencies, if you find the employee to offer quality services.

However, the agencies allow this on the basis of a short time commitment or for a nominal fee. The greatest benefit of the method is the freedom to call the agency and ask for a replacement if the currently assigned temp is not offering services as expected.

4) Through professional associations

Irrespective of how small a profession seems to be, they have an association that manages their interests. Besides, the basic service provided by the association of every profession is job search for their members.

Therefore, when you are hiring candidates with specialized experience, the association in the area in most cases will help you find the best candidate by publishing your job listings on their site, newsletter and their magazines or journals at a nominal fee.

5) Through the internet

The internet is recently the best means of how to find the best candidate for a job. Currently, many companies have realized the benefits of websites, thus taking a step to create sites that present all sort of information regarding the firm and that are opening up, in abundance.

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The information is presented in form of video formats, graphics, and recorded audios. Apart from your web pages regarding jobs positions being available 24/7 for the duration you want, your recruitment information reaches the local and international audience at a lower cost and minimal time.

6) Job adverts

The most common and oldest form of advertising job openings to the public has been wanted job ads. The benefit of the method is that your message reaches many potential candidates, both locally and nationwide in an easier and less expensive way.

On the other hand, the demerit of a job advert is that it invites many candidates, although most of them are entirely unqualified to fit the position, thus wasting time to interview all the candidates.

7) Use of employment agencies

Although the means increases your chances to ending up with only top-notch candidates to fill the job positions, the privilege comes with a higher cost, which is equivalent or more to third salary earnings of the employee in a year.

Nevertheless, the method is suitable when you want to recruit in a small market when filling high-level executive and specialized positions. Also, the use of employment agencies is fit when you are outsourcing the screening and recruitment of the applicants.

8) Contacting interested candidates regularly

Although the means is not applied in most companies, you can get the best candidates for various positions in your company by maintaining frequent contact. All candidates with all qualifications are potential employees.

Therefore, once they submit their resumes, ensure you are always in touch, rather than be silent forever. During a crisis, you might lose some of the employees who had qualified for the positions.

Therefore, nurturing those who had submitted their reviews will be the only choice to save you time and cost of repeating the hiring process. If your company has a site, invite the candidates to subscribe to the newsletter, and ensure you update them on job openings in the company; as a result, your recruitment process becomes easier and successful.

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In conclusion, you should be creative as a manager when finding the best candidates in your company, since there are more ways of recruiting apart from the ones listed above. However, to avoid wasting time and resources when finding candidates in various job positions, involve your current employees and create clear and precise job descriptions on every job post.

If you fail to get good candidates after your first advertisement, go ahead and re-assess the methods of advertisement, and be ready to start the process again, even if it means taking more time.