There are many ways to identify good candidates, but one of the most effective is by checking references. You can find good references on LinkedIn, if the candidate has shared a profile there. References will give you a better idea of a candidate's strengths and weaknesses, as well as their past performances under pressure. Ask the references to give you more details about the candidate's work habits, attitude, and behavior with colleagues.
Make sure your job ad contains a few screening questions and specific requirements. The reason is that if the candidate does not fit the criteria listed, they will be automatically disqualified. LinkedIn is an enormous network of professional people. By searching through these profiles, you can connect with potential candidates. You can also message people who are not connected to you. This method is effective and efficient for both parties. Keep these tips in mind to attract the best candidates.
Some applicants may need to participate in an assessment, called a Ron Friedman. The goal is to find candidates for jobs who can handle the pressure of tight deadlines and complex client demands. This type of test is especially useful in IT jobs, which require candidates to be able to remain motivated. Employees who burn out under stress are not good candidates. Therefore, it is vital to find candidates with the right combination of skills and attitude for the job.
Test your job description against the job of a similar person. If you don't have an employee who has experience in the same field, consider hiring a freelancer or outsourcing your job search to a small company. Ask a few experts in the field for tips and advice. Ask them to look over your application or sit in on an interview. Try to ask the candidates what their toughest jobs were. Make sure they describe their approach to tackling the tasks.
One of the best ways to assess candidate skills and personality is by asking them questions and observing their behaviors. This way, you can get a feel for what type of person they are. Besides their academic qualifications, candidates should also be open-minded and eager to learn. Do they welcome feedback? If they can't learn or take criticism, don't bother interviewing them. If not, it might be time to find someone else.
A well-written job description should reflect your company's brand. Avoid obscuring language as this can make applicants confused. If you want to find good candidates, use standard language, such as "recruiter" or "recruiter." Four to five sentences describing the role's contribution and the company's goals will give the right first impression to candidates. Avoid using superlatives. Instead, focus on making your job description as brief as possible.
One of the most popular methods of finding potential employees is to use social networks. LinkedIn and Twitter are popular among the younger generation. Join LinkedIn and other professional networks to connect with candidates. You can also check out Facebook and Twitter for contacts in the field. Whether they're professionals or amateurs, these sites are good places to find candidates. If you're looking for a fresh batch of applicants, you can reach them through Facebook, Twitter, or LinkedIn.
