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Hiring is Complicated - Simplify With These Practices Featured

Hiring is Complicated - Simplify With These Practices "Design review in startup office with macbook and artwork. Man wearing Apple Watch. Joyful team working together and laughing."

When running a business, one of the hardest things is getting the right talent to ensure things get done. It is a dream of any employer to find people who know what they do and help fulfill an organization’s objectives, mission and vision. Despite this challenge, companies can still win the talent war by developing the right hiring best practices. As you seek to get the best employees for your organization, here are simplified hiring best practices that might help you get the best talent in the market.  

  1. Write an attractive job description

A proper job description is the first step to getting the right people to apply for a job. It must be brief, to the point, and has all the right descriptions. Strike the right balance between being concise and giving the necessary information that explains what is required from the potential employee. Some of the contents you should consider include an opening paragraph which piques the interest of the applicant and what makes your organization great, information about the day-to-day activities, specific skill requirements, education and fun groups.

  1. Consider placement

As you look to attract the right people, consider the talent pool you want to get and place your ads accordingly. When you post on a large job board, there is a higher likelihood of more applicants and competition. However, while large companies can afford this, smaller ones may have a challenge paying for ads and using other tools which improve results. Ask yourself if you need to shop for talent in the entire country or whether you can do it locally. Consider advertising through social media and posting on Indeed and Craiglist.

  1. Reach out

Posting a job description on a website such as Craiglist and Indeed is not the only way to reach qualified people. You can also reach out to the community, government organizations and professional bodies in your area to help you get the right people. You can also consider career counsellors at local colleges or employment offices to help you reach the right people. Building connections and relationships with groups will offer you insights.

  1. Consider training

In the hiring process, you will likely come across a great candidate with 80% of what you are looking for, and some training can make them complete. For instance, while they may have the requisite qualifications, they just need quick training on using certain software. You can easily deal with this by offering training. Unlike soft skills, hard skills are easy to train. Therefore, you can recommend online tutorials, most of which are free these days. Investing just a bit of time in candidates can help you get the people you need for your organization.

  1. Be diligent

Even with so many applications and submissions of resumes, try as much as possible to respond to candidates’ phone calls and online applications no matter the condition of the talent. Timely responses to candidates preserve a good image of your company. Furthermore, the more you respond, the more you can get the right people before they are engaged elsewhere. Note that the more you wait, the more potential candidates can get other opportunities.

  1. Look for soft skills

 As you consider candidates with the right qualifications to meet market conditions, one area that you must never sacrifice is soft skills. These skills have become the most in-demand traits for employers. Although you can train an employee to be a cashier, a customer-focused personality is innate and cannot be bought or acquired after short training. Therefore, look for candidates with the right traits and soft skills to help drive your organization.

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Scott Koegler

Scott Koegler is Executive Editor for PMG360. He is a technology writer and editor with 20+ years experience delivering high value content to readers and publishers. 

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