6 tips on how to increase your chances of recruiting the right candidate

Recruiting and hiring the candidate best suited to the current needs and requirements of the company is not an easy task. To increase the chance of success of the recruitment process, it is necessary to think it out and plan well. Unfortunately, it is not always possible to predict whether the resources, methods and tools possessed by the organization will be effective in the case of recruitment for a given position. In a situation where a new employee does not meet the requirements set for him or her or turns out to be incompatible with the organizational culture, the recruitment process will have to be carried out again. This is not only time-consuming, but also expensive, so it is worth considering how you can increase the chance of hiring the right candidate. Here are 5 tips from a LeasingTeam expert.

Analyze the expectations of the candidate

In order for the recruitment to be carried out effectively and the hired person to meet the current requirements of the organization, it is necessary to prepare a detailed job description. Determining the required skills, knowledge, and interpersonal qualities that the candidate should have can increase the chance of success of the entire process. The higher the position for which the recruitment is carried out, the more important it is to create a refined description. Internal HR departments usually have most of the necessary information, but they do not always use this knowledge during the search itself. When commissioning recruitment to a personnel consulting company, the recruiter will try to clarify the smallest detail of the job description.

It is worth for the employer to think carefully about what kind of person they are looking for, which competencies and skills are key for a given position, which can be resigned, and what interpersonal qualities will make this person best suited to the company’s organizational culture. In the case of cooperation with a personnel consulting company, it is very important for the employer to be open and good to communicate well between partners. The resulting job description will form the basis of the recruitment process – says Jacek Jackowski, HR Consultant at LeasingTeam.

Take care of the right resources

Recruitment is a multi-stage and often time-consuming process. Most companies do not have an extensive HR department, in which each employee is responsible for one or several selected areas of HR. Especially in smaller companies, recruitment, training, HR matters and payroll are very often handled by one person. No wonder that when the demand for employees increases, the amount of work begins to exceed the capabilities of one person. As a result, some organizations have much less chance of acquiring the best-suited candidate, because they cannot afford to conduct several recruitments at the same time.

Due to the high costs associated with hiring a new employee who would be responsible for recruitment, it often turns out to be more profitable for the employer to outsource recruitment. A big advantage of working with most HR consulting companies is the fact that you pay only for the effect of recruitment, i.e. for hiring the recommended candidate – says Jacek Jackowski from LeasingTeam.

Plan the process

Preparing a generally applicable action plan can positively affect the course of recruitment processes in the company, and even speed them up. This is especially true for organizations that conduct multiple recruitment processes at the same time. It is necessary to carefully determine the schedule of activities to be undertaken and to set aside time for individual tasks, such as, m.in, editing advertisements, posting them on job portals, conducting telephone interviews, meetings with candidates and selecting the best candidate. You should also consider that the process may fail and schedule time to redo it.

Use the right methods and tools

Conducting recruitment requires the recruiter to know the right tools and methods, from the most popular ones, such as placing advertisements on job portals, through using their own database with candidates “CVs, to direct contact methods. The most popular recruitment method is to post job offers on portals for people looking for a new place of employment. It is worth remembering to correctly match the portal to the profile of the person you are looking for. For example, if a company is looking for employees for middle and senior positions, it is worth using the most popular portals such as pracuj.pl or infopraca.pl. However, in the case of recruitment of a linguist, the advertisement can be placed on one of the specialist portals, e.g. LinguaJob, which is visited only by people who want to use their knowledge of a foreign language in their future place of employment. If the company is looking for employees for lower-level positions, it is worth taking advantage of OLX.pl. and consider posting job offers in local media or on bulletin boards. If a given recruitment is much more demanding, the recruiter should reach the candidates directly. For this purpose, it is necessary to use professional search engines available on professional and business portals such as LinkedIn or Goldenline. However, access to extended profiles is paid, so this solution generates additional costs that not all organizations can afford. Special IT systems dedicated to HR departments are also very useful, as they are used to manage the recruitment process, help simplify and shorten it. The systems allow you to collect CVs and then select them according to criteria relevant to a given position, such as specific skills and qualifications, education, years of experience or level of language skills. They also automate the entire process of contacting candidates. We should also not forget about the database of candidates” CVs, which most companies currently have. If you are starting a recruitment project, it is always worth checking first whether there are no applications from candidates in the company’s CV database that match the profile required for the position you are looking for.

Yet another, very effective solution is the so-called headhunt, which is one of the executive search methods, which involves identifying managers or key specialists, establishing contact with them in order to persuade them to change employers. Due to the complexity of this solution, it is most often used by professional HR consulting companies – comments Jacek Jackowski from LeasingTeam.

Verify candidates’ skills and competencies

An important stage of each recruitment process is to check the candidate’s skills and competences required for a given position. Unfortunately, it is very difficult to verify some of them. Experienced recruiters who have been conducting competency interviews for years know what questions to ask to check the candidate’s motivation to change jobs, find out how they deal with stressful situations, etc. Various types of competency tests or Assessment Centre programs can also be used in recruitment, which can increase the accuracy of the process and help you make the best choice. It is much more difficult to assess predispositions related to practical, technical or engineering skills, because it would require checking the candidate directly at the workplace. Unfortunately, this is usually only possible after employment. There are also competencies that can be verified much more easily. It is not a problem to check the language skills of a given candidate due to access to linguistic tests, thanks to which it is possible to verify the knowledge of virtually all languages, at any level.

Act fast

There are many job offers for highly qualified specialists and more are constantly appearing. The labor market in Poland is governed by the candidate, and employers compete with each other in order to attract the best specialists on the market. Therefore, it is worth taking into account the fact that some candidates, e.g. IT specialists with several years of experience, can choose between various job offers and it is up to them to decide whether to accept the offer, often from a competing company. The reasons for accepting another professional offer by the candidate may vary and depend on the amount of salary, the number of additional benefits, as well as the company’s position on the market or its prestige. Therefore, the speed of action is very important.

When looking for an employee, it is important to remember that candidates can take part in several recruitment processes at the same time. Reaching the candidate should be reduced to a minimum, as well as the time between individual stages of recruitment. Internal recruitment departments, due to the multitude of activities carried out, often do not have time to fully focus on just one activity – says Jacek Jackowski from LeasingTeam.

Hiring the right employees is extremely important for the proper functioning and development of the company. Offering a job to the wrong person may cause the company to incur not only additional costs related to the need to conduct another recruitment process. The lack of a specialist who, for example, could acquire new customers for the company, causes it to lose the opportunity to increase turnover and profit. It is worth remembering this when the need to hire more employees arises and follow the above advice.