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Last Updated on March 30, 2025
Your staff are the most important assets you have. The right
The right people are always out there if you know where to look. The important thing is to search for the right qualities and don’t be dazzled by a candidate that talks the talk but can’t walk the walk.
Tweet ThisThere are many ways to recruit new people. Big businesses have more money to spend on recruitment, but don’t let a small
Here are three tips to help you find the right people for your
Define What You Are Looking For
Begin with a detailed job description and then list the qualities you are looking for in a candidate. Be concise. Having some vague notion about what kind of person you are looking for is not going to assist you in the interview process. Circulate the ‘must haves’ and the ‘desirables’ to everyone involved in the recruitment journey. That way, if you miss something, someone else will pick up on it.
“When a job interviewer asks, “What is your ideal company?” you may think to yourself, “Hmm, one that pays six figures, offers unlimited vacation, and has a four-day workweek.”
But while that may be your fantasy, you need to remember that the
hiring manager is looking for an answer that’s more grounded in reality.” – Monster.com
Use a Professional Recruitment Agency or Headhunter
Recruitment is a time-sap, which is why smart organizations outsource it to professional recruitment agents or headhunters. These people filter out the wheat from the chaff and anyone that makes it through to the interview stage is pre-qualified. It saves you time and effort.
The same applies to temporary staff. Instead of wasting time posting an ad online or interviewing a few people off the street, contact a reputable recruitment agency, and let them send you suitably qualified individuals who can slot into the
Make it a Group Decision
It’s easy to make a bad decision when
Always be proactive when recruiting new
Never allow your bias for a candidate, good or bad, to sway your decision-making process. We are all subject to unconscious bias. That’s why it should always be a group decision – unless the job opening is an entry-level one.
Whilst you may be swayed by some charm and a bit of flattery, your colleague will see straight through that person and recognize them for what they truly are. It’s always sensible to discuss a potential hire with several people before running the pre-employment checks. If one or more of your
This book helps you turn phone screen interviews into in-person interviews and job interviews into job offers. It turns you into a great interviewee.
Joey Trebif is the pen name of Mark Fiebert, a former finance executive who hired and managed dozens of professionals during his 30-plus-year career. He now shares expert job search, resume, and career advice on CareerAlley.com.
