First Time Recruiting? 5 Ways to Find the Perfect Candidate

Whether you’re just starting out, are a hiring manager, or are thinking about setting up a business, there are a lot of things to consider when it comes to hiring. 

You need to think about your company’s trajectory, where you fit into the current industry, and your core values. All of that comes before you take the leap and make your first hire.

Finding the right candidate who will thrive in your growing business is not as overwhelming as you think. Not quite sure where to start? Here are 5 ways to find the perfect candidate:

Be clear from the start

Before you even start the hiring process, you need to know what your expectations are from the beginning:

  • What is the role on offer? How will it support and enrich your business?
  • What are your expectations? 
  • What are your core values? Entrepreneurial spirit? One team, working towards the same goal? Value diversity? Etc.

Clarity is one of your greatest tools. Top talent is attracted to well-defined job descriptions, business perks, and more. But ultimately, it all comes down to company culture and what you stand for. 

Use recruitment tools

Hiring fresh talent, especially if it’s your first time recruiting, can be a daunting and overwhelming experience. It’s also incredibly time-consuming if you want to do it properly. 

Fortunately, recruitment agencies know a thing or two when it comes to the hiring process. Everything from targeting specific talent to offering helpful interview tips and taking the bulk of the recruitment process out of your hands, it’s worth getting some outside support to make your job easier. 

Make an excellent first impression

Regardless of how you first meet your candidate, whether it’s an in-person interview or a phone screening, you need to give them an excellent first impression of your company. What’s more, you need to make it personal. They need to feel that you’re as excited to meet them as much as they want to be considered for the role. 

One of the best recruitment techniques you have plenty of experience in is to treat your potential hire like one of your customers:

  • Be accommodating: Regardless of how or where you conduct your interview, make sure you turn up on time. If something comes up, that will make you late, let the candidate know in advance so you can reschedule a better time for you both
  • Be hospitable: Most people feel more comfortable if they have a drink at hand, so offer one to your candidate when they arrive for an in-person interview
  • Be available: When you are put on the spot, even the best candidates around can forget to ask questions or raise their concerns. By providing them with your contact information, they can reach out if and when they come to mind

Consider social media

Networking via social media certainly has its advantages. You can create an online community with like-minded individuals and reach beyond the confines of your office space. 

What’s more, social recruiting allows you to have a two-way conversation with any potential candidates. You may not reach your next hire direct, but you may be speaking to someone who knows someone who would make a good fit. 

Giving a glimpse of your company culture through day-to-day office life, photos and videos will offer a unique insight into how your business functions. The more attractive and authentic it appears, the better your chances of attracting top talent. 

Write an attention-grabbing job description

Nothing is more powerful to an employer than a well-written and captivating job description. You want to strike whilst the iron is hot, after all, and your job description is your biggest calling card to attract and engage qualified candidates. 

Consider including:

  • Specific titles: The more transparent and accurate you can be with your titles, the better
  • Share your passion with a captivating summary: You’re passionate about your company, so let it show. Anyone looking at your job description needs to be left captivated and wanting to know more!
  • Be concise: Pages and pages of descriptive words, hyperbole, and general marketing-spiel are not going to blow any potential hires away. Keep job descriptions concise. Anything over 2,000 characters is more likely to be overlooked
  • Don’t forget the essentials: How does the position on offer fit into the organisation? What are the day-to-day activities involved, hard and soft skills required, and core responsibilities? 

Your first-time recruiting doesn’t have to be an overwhelming experience. Whether you are looking to expand or build your team, our few simple tips will ensure you succeed!