10 Tips for Recruiting New, Quality Employees

If your goal is to find quality employees, you need to know what skills and characteristics you’re seeking and have a plan by which you’ll find the best candidates.

These tips should help employers avoid repeating recruiting mistakes in the effort to hire new, quality employees for fast-expanding sectors.

Following some simple tips will lead to successful employee recruiting.  Credit: Ambro via FreeDigitalPhotos.net
Following some simple tips will lead to successful employee recruiting.
Credit: Ambro via FreeDigitalPhotos.net

Look In House
Often the best candidates may be right under your nose. Not considering your in-house employees cannot only cause you to bypass some very good candidates, but can also have an effect on morale and team spirit.

Don’t Seek a Clone
Some people think you should look for a person who has done the exact same job in the exact same industry at a very similar company. But that overlooks innovation, new ideas, and potential progress. Past behavior is an indicator of future behavior, provided nothing ever changes. Since that’s not the case in the business world, you are often served well by skilled candidates who have something new to offer.

Clarity and Communication
If you plan on having the top candidates come in for three interviews over a period of a month, let them know. Also, give them a target date for the completion of the process. Leaving candidates in the dark about what will happen next can be bad for the reputation of your business.

Get Colleagues Involved
In a small business environment, it’s particularly valuable to let your current employees know you’re trying to fill a position. You might include some of them in the interview process. They will feel a greater sense of ownership in a company when they are involved in some manner. They may know of good candidates, which would make your job easier.

Establish a Time Frame
There are job ads that appear in newspapers for many months, which give the appearance that these companies are not seriously looking to recruit new candidates. Set up a time frame in which you will recruit candidates, narrow down the pool, interview the best ones, and hire someone.

Don’t Overspend on Search
While large companies can afford to hire a recruiter, most small businesses should not spend money on recruiters, which may or may not bring in the best candidates.

Use Many Different Sources
Whether you are using Monster.com or another employment-related Web site, a local newspaper, or a professional recruiter, you increase your chances of finding good candidates by using different sources.

Involve Managers and Key People in the Process
If the employee will report to a specific manager or managers, they should be involved in the process.

Provide a Detailed Job Description
You slow down the recruiting process significantly by interviewing people who should not be applying for the position in the first place. By providing an accurate description of the job, you can narrow down your candidate pool and make the process easier.

Don’t Make Too Many Demands Upfront
There are job descriptions that go on and on endlessly, looking for a specific background, traits, characteristics, degrees, specific computer skills, and so on. This is usually the result of too many people involved in the recruitment process. In the end, time is wasted and the position is rarely filled because nobody measures up. When recruiting, do not set standards that only a superhero can meet.

The costs of hiring the wrong person are steep. In addition to days or even weeks dedicated to training that goes nowhere, payroll costs can reach hundreds or even thousands of dollars.

When you’re short-staffed and the work and stress begin to pile up, it’s easy to panic about filling open positions immediately. Similarly, when a candidate seems too good to be true, it becomes tempting to ignore seemingly obvious red flags.

These are just a few of the few mechanisms you can put into place to ensure you improve your chances of making a quality hire.


Sarah Boisvert writes on business management issues including healthcare recruiting, medical device manufacturing and health insurance coverage.  She also covers new technologies such as 3D-printing and digital fabrication.

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