Tips to Source the Right Candidates for your Organization

By Aditya Sharma | October 07, 2021

While having revolutionary business ideas is important to starting new ventures, the energy can only be sustained through equally enthusiastic employees. Not only are they essential to carry out your business requirements, but the right employees can also skyrocket business growth through their unique ideas. 

The benefits to employing the right candidates are endless, and it will make your work a lot easier when you start searching on LinkedIn and find people to rely on with important tasks. Recruiting subpar candidates would mean that you would spend a hefty 70% more time polishing their skills than you would with exceptional candidates.

Doing so would take away crucial time from growing your organization. However, the current recruitment process leaves room for errors such as deceptive candidates and fake claims. We have collated a few golden tips for you to source the right candidates for your organization. 

Spot Lies on a Resume

A study by CNBC shows that around 75% of recruiters have found lies on resumes through verifying processes. With the growing needs of a market and strict cut-offs, applicants find it easier to lie on their resumes and leave no space for deserving candidates.

You can swerve this pothole by doing basic research to understand your applicants more. Practices like checking the graduation dates of a university or recruitment calls from an organization can help you verify certain details.

Another way to understand the more subtle signs is by checking the resume format, date format, and work experience. Give precedence to reverse-chronological resume format and see if the applicant provides more clarity on dates, such as writing Aug ‘17 - Sep ‘18 instead of 2017 - 2018.

Recruitment via Social Media Platforms

In a 2021 Talent Communication Study, Potentialpark found that around 66% of candidates had shared their LinkedIn or Xing profiles for job applications. When candidates provide their social media details, make sure that you scan their profiles to learn more about their talent as well as their soft skills.

Their social media activities should give you a fair idea of their interpersonal skills and how they will perform within your organization. Now, if you flip this coin, you will realize that you can use social media to find employees as well. Around 78% of candidates have used LinkedIn to search for jobs, which is a wide market for you to tap into.

You can directly hold recruitment calls on LinkedIn through LinkedIn Recruiter, which 75% of its recruiters found helpful. Not only does it make assessing their expertise easier, but your applicants get to understand your brand before applying as well.

If you decide to host job advertisements on other platforms, know that 66% of candidates have clicked on career-related content and advertisements on Facebook and Instagram.

Knowing beforehand what your organization stands for and the sort of work that you do will add value to your candidates. These applicants are in stark contrast to those who apply from external channels without much knowledge.

Conduct Assessments 

If you want to be confident in the skills of your candidates, conducting assessments will help you understand their skill-set and know what they have to offer. Based on the job position, you can make it a simple task or a complex problem. 

Doing so will aid you in your job search and weed out unqualified candidates easily. Having applicants perform basic tasks will also help you spot bluffs or lies in their resumes and provide a solid ground to move forward with their candidacy. 

Be wary of the difficulty level of your tasks and conduct it online if they can be easily forged. Additionally, you can run plagiarism tests to figure out if the candidate took their work from the internet. 

The Right Way to Evaluate a Candidate

No matter how thorough your recruitment process may be, interviews are the surest way to assess a potential employee. Through face-to-face conversations, you will understand a great deal about every skill that they have to offer. 

Not only will it help you confirm the claims that candidates make on their resumes, but it will also help you perform basic tests to gauge if they are the right fit. Along with that, you can analyze their soft skills and judge how much the candidate will contribute to your company. 

Aside from making it professional and sticking to the basic questions about their work and skills, enliven your interviews with questions from broad topics. Conversing with applicants on their life goals and how passionate they are, you might be able to extract their zeal for success and evaluate how it will benefit your team.

More than a one-sided conversation, your candidates can use these interviews to ask questions about your organization. Having such discussions beforehand will help you avoid confusion when it comes to their main functions or your organization’s policies. 

Key Takeaways

Instead of spending time training and polishing the skills of subpar employees, invest your time in recruiting the right people to meet your business needs. The expansive recruitment process and the employee market can be intimidating, but here is what you need to keep in mind before you delve into it:

• Make sure that you cross-check resumes with facts through basic research and effective communication with candidates

• Assess applicants’ social media platforms for their soft skills and expertise, and gauge how they can benefit your organization 

• To weed out unqualified applicants, you can conduct assessments that are related to their position to analyze how good they are at their job 

• Rely on interviews to verify information, evaluate their interpersonal skills, and educate them on the work that they will have to perform along with your organization’s standards 

The right candidate not only makes your work easier but contributes in unforeseen ways to grow your business through their unique perspectives. With these tips, you have a solid chance at finding the right candidates too! 

Photos by LinkedIn Sales Solutions, Van Tay Media, and Christina @ wocintechchat.com, on Unsplash

Source:https://www.hiration.com/