You pour over applications. Spend countless hours on LinkedIn. Conduct endless Zoom interviews…and for what? It feels like finding a needle in a haystack when you’re trying to find the best candidates.
As a Senior SAP Project Manager, and Professional Services Manager, I have hired hundreds of very hard to find candidates. Finding good candidates has never been easy, in fact, that is why I and my team developed this visual candidate finder and visual job search board. We wanted to help our clients easily (and save time) find the best candidates as well to get found by the best candidates.
It’s no secret that with today’s competitive job market, both companies and candidates feel the pressure. As a small business or hiring manager, you can’t afford to waste time sifting through unqualified applicants. You need a streamlined approach—one that draws in top talent. This all starts with a deep understanding of what truly makes a candidate stand out.
Table Of Contents:
- The Current Job Landscape: Why It’s Tough Out There
- Crafting Your Killer Job Description
- Think Outside the (Job) Board
- Don’t Forget Referrals and AI.
- Revamp Your Approach
- Streamline and Support
- Don’t Underestimate Speed.
- Think Long-Term
- Conclusion
The Current Job Landscape: Why It’s Tough Out There
According to Forbes, the average job opening attracts a whopping 118 applications. Sifting through resumes alone can feel like a full-time job—and a tedious one at that.
But the numbers only tell one side of the story. Did you know that high-quality candidates are often snatched up within 10 days? This adds even more pressure to find ideal candidates swiftly and decisively.
Crafting Your Killer Job Description
Your lead generation job description acts like a magnet, attracting talent aligned with your values, culture, and goals. Think beyond just listing requirements. A compelling job description sells the opportunity and should be precise and transparent.
When trying to find the best candidates, you need to clearly lay out the role, expectations, and even some insight into your company’s growth trajectory. But what good is a captivating job description if it’s not reaching the right eyes? This brings us to our next important point—exploring different avenues for candidate sourcing.
Think Outside the (Job) Board
When you need to find the best candidates don’t limit yourself to traditional platforms like Indeed or LinkedIn. Explore industry-specific niche job boards, consider freelancer platforms if the role permits, and leverage the power of social media. This expands your reach and helps you cast a wider net, ensuring your message resonates with candidates actively seeking opportunities.
With 73% of Millennials having secured jobs through social media platforms, wouldn’t you want to create buzzworthy social media lead generation? And this isn’t limited to millennials alone—people are talking about their career wins and aspirations on platforms like Twitter and LinkedIn. A proactive approach using targeted ads, interacting with potential candidates in relevant groups, or even hosting Q&A sessions can make a significant difference.
Don’t Forget Referrals and AI.
Never underestimate the power of warm introductions. Tap into your network through an employee referral program—these candidates are often a good cultural fit. You could also automate this through a dedicated platform.
ERIN, for instance, specializes solely in automating the referral process. A robust referral system fosters a sense of trust. Greg Ashton, founder of GROW, echoes this, noting, “Referred candidates are pre-screened and likely to fit the company culture.
AI-powered job descriptions are gaining traction for good reason. Tools can scan millions of data points and create highly targeted job descriptions in seconds. Imagine saving all those hours usually spent drafting the perfect post. Use that time to evaluate your pool of talent or implement a strong employer branding strategy instead.
Revamp Your Approach
It’s time to acknowledge a shift in how people perceive work. Traditional approaches won’t cut it when you’re ready to find qualified candidates. Remember that 58% of workers want a fully remote set-up.
Let’s take a quick look into some strategies that challenge conventional methods and highlight how you can adapt quickly:
Embrace Video Interviews
Gone are the days when phone screenings were the norm. In the age of remote work, video interviews are king. 60% of recruiters believe that they should become a standard step. They’re a great way to really understand if there’s a synergy beyond the resume.
Think Beyond the Skills
Sure, hard skills are essential. But when you really want to find the best candidates you need to understand their ability to adapt. Cultural alignment and a genuine willingness to learn can trump years of experience, especially for small businesses and startups.
I recall hiring a marketing assistant at my first startup. This individual was a recent grad and didn’t have extensive hands-on experience. However, their portfolio showcased creativity, their interview questions highlighted genuine curiosity, and they had this undeniable hunger to learn. Fast forward two years – that same person spearheaded one of our most successful campaigns. She actually helped us win an award for best ERP site in the Middle East! It just goes to show you; skills can be taught; it’s harder to cultivate passion.
Showcase Your Company Culture
Imagine losing a top candidate just because your website makes it seem like every other corporation. Candidates want to understand your vibe. This isn’t just about perks, although things like flexible hours or remote-work options can sweeten the deal, particularly since a vast majority now desire this.
What does a “Day in the Life” look like for your team? How does your team unwind and bond? Have a strong stance on DEI? Weave this into your job postings and online presence. You’ll attract the folks seeking a workplace that reflects their own values. Authenticity wins. That said, find ways to bring those company values front and center throughout the entire hiring process.
Streamline and Support
This is something many job postings get wrong. Remember when I mentioned a staggering 70% of candidates would abandon an application if it’s lengthy and complicated? Here’s the thing: if their first interaction with your company involves wrestling with clunky forms and irrelevant questions, it sends a loud and clear message—we don’t value your time. Ouch.
Remember how over 98% of Fortune 500 companies rely on recruitment software? I recommend leveraging a tool to manage applications, but remember that the human touch matters just as much as automation. Personalize communication throughout each step, sending confirmation emails that feel warm and genuinely human. I always made it a point to answer questions candidly and give realistic timelines.
Don’t Underestimate Speed.
Data suggests that nearly 37% of workers prioritize the speed of the hiring process. That’s even more important than pay. What message do you think it sends if weeks or, worse, months go by without an update? I maintained a spreadsheet tracking all interactions, key insights, and any questions I might want to ask. This helped move things swiftly when a decision was needed.
Think Long-Term
You finally hired your ideal candidate—congratulations. Don’t fall at the last hurdle and leave them in the lurch, struggling to adapt. Implement a thoughtful onboarding process, and always invest in continuous learning opportunities.
You might be wondering what this has to do with hiring? When your current team feels valued, supported, and equipped to thrive, two magical things occur:
- Word gets around, setting the stage for an amazing employer brand. Happy employees often share positive work experiences with those in their circles.
- Internal referrals become abundant. Referrals are the best kind of candidate, since there’s often an established foundation of trust and cultural compatibility.
Conclusion
Navigating the candidate landscape in pursuit of the absolute best is a challenge, but not an impossible feat. With the current market, both candidates and hiring managers can get discouraged. Finding those top-notch candidates is more about a mindset shift than just sticking to standard practices. Clarity, empathy, and adaptation are your greatest allies in the quest to find the best candidates.
