The competition for top talent is fierce these days, with many businesses offering competitive salaries and premium benefits to entice the best job candidates to join their company. But it can be challenging to find qualified job candidates, and many small businesses do not have enough time or resources to commit to the hiring process.
To learn some tried-and-true tips on how to find the best job candidates out there, we asked real entrepreneurs from Young Entrepreneur Council (YEC) the following question:
What’s your favorite and most effective strategy for finding qualified candidates for your business? Why?
1. Use your network
I like to ask for referrals from my team or my network. I find that asking for referrals saves a significant amount of time versus drafting a specific job description, posting it to the right job boards, searching through dozens of cover letters and resumes, and then conducting interviews. —Kristin Kimberly Marquet, Marquet Media, LLC
2. Reward employees for referrals
An effective way to find qualified candidates is to reward your existing employees for recommendations. At my business, we offer a monetary reward for team members who find other qualified people. Because they know how the job is, they can be trusted to inform other people about the work and to find the best fit. —Syed Balkhi, WPBeginner
3. Incorporate flexible interviewing software
Especially during times like these, incorporating flexible interviewing software is key. Implementing video interviewing software is a great way to have a more personal touch than phone interviews and still have that connection when in-person interviews are not possible. It makes long-distance hiring easier and allows you to gain a better sense of the individual’s character and personality. —Blair Thomas, eMerchantBroker
4. Craft a strong job description
You will find the best candidates by nailing your job descriptions and posting them on approved boards and websites, such as Indeed. Candidates want to make a good first impression, and you should do the same. Poor grammar, typos and complicated words can turn people off. Avoid buzz phrases and get to the point. Prioritize clarity about job duties so that the right people will submit their resumes. —Duran Inci, Optimum7
5. Leverage social media
There are plenty of ways to find new employees, but we like using social media to put up job listings. The people who follow your social platforms are interested in your industry, and some will want to start their careers there. If you can build rapport with your audience, using platforms like Facebook and Twitter, finding candidates will prove to be an easy task. —John Turner, SeedProd LLCOther Articles From AllBusiness.com:
6. Use Linkedin Sales Navigator
I love using Linkedin Sales Navigator. It allows me to target specific groups of people and I can send them automated messages using a wide variety of tools. It’s a great way to prospect and book appointments. It doesn’t close deals for me, but it certainly gets me qualified prospects. —Amine Rahal, IronMonk Solutions
7. Post on paid job boards
We love using paid job boards to find potential employees. Normally, we avoid free platforms because we are seeking highly qualified employees. After we put up our listing, we usually have a virtual stack of resumes in a few days. —Chris Christoff, MonsterInsights
8. Optimize your job listing
The best way to ensure you find quality candidates for your business is by creating an optimized job listing. Your job listing determines what kind of applicants it attracts, so it’s important to craft one with your needs in mind. Use the proper keywords, describe exactly what qualities you’re looking for, and emphasize soft skills. —Stephanie Wells, Formidable Forms
9. Leverage word-of-mouth
Word-of-mouth is key. Candidates who are recommended have already gone through an informal screening process before their resume hits your desk or they walk into an interview. Your contacts will think twice before throwing any potential contact into the pool because who they recommend is also a direct reflection of who they are. —Matthew Podolsky, Florida Law Advisers, P.A.
10. Do outreach before you have a need
Don’t wait until you need to hire. You should have a marketing strategy for internal customers the same way you do for your external customers. You should have a line of candidates when you post a new position. Your strategy can include teaching classes at a college, being active in the community, speaking at events, and should definitely include carefully cultivating your brand and culture. —Kevin Getch, Webfor
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