Introduction

Recruiting is not a one-time thing. You need to keep on recruiting so that you can have the best team. It's important to know how to recruit talent for your company because it takes time, money, and effort to do so. The key is knowing where to start and how to continue after you find a good candidate. Below we've outlined the steps involved in our process when we're recruiting someone for one of our clients:

Step 1: Write a Job Description

Before we begin the process of sourcing and recruiting talent, it's important that your team has a clear understanding of what requirements they seek, and how a job description is written based on that. There are many things we consider while writing a job description for your company: we include your company’s mission statement, what kind of skills and experience candidates will need, and describe your company’s culture. When writing the job description, we make it clear what your company exactly wants from the candidate. For example: 

• What experience is necessary?
• How many years of experience is required?
• Are there specific skills required? (If so, we list them.)
• If a candidate doesn't have those skills or experience, is there another position they could apply for that would utilize their strengths? (This will help avoid hiring someone who doesn't know how to perform certain tasks.)
• Do they need any special training before starting work?

Step 2: Post the Job Description

There are many platforms we use when posting a job description on the internet, like LinkedIn and our own website. We also publish the job description on native platforms like JobInja or JobVision to have better access to outsourced expertise. 

These platforms offer more visibility than other sites, and they also allow us to target specific audiences based on their location and experience level. We find that these features help us reach a higher percentage of quality candidates than if we were posting on Facebook or Twitter alone.

Step 3: Collect Resumes

The next step is collecting resumes. We collect resumes from job boards and recruitment platforms, referrals, and directly from applicants. We also directly collect resumes from the candidate’s website or blog, talent agencies or headhunters who represent them. 

Step 4: Categorize Applicants by Skill

Now that we have a long list of applicants, we start categorizing them. After collecting all the data in one place (like a spreadsheet), we analyze it according to different criteria such as work experience and location. This not only helps us find the best candidates for your company, but also it helps us find out more about what kind of candidates are interested in working for your company, so we can focus on recruiting them in future hiring cycles instead of wasting time and energy on attracting other types of workers that might not fit well with your work culture. 

During the resume screening step, we also include notes about what makes a candidate qualified or unqualified for particular positions within your company - and if they’re not qualified yet but seem promising enough that they’d benefit from training programs first before becoming full-time employees (such as apprenticeships).

Step 5: Review Past Job Performances and Other Qualifications

After we’ve narrowed down the list of candidates, we will go through the candidate’s resume more deeply. In the fifth and final step of our job hunt process, we review a candidate's past job performances, skills and qualifications. We do this by looking at their resume. We also use LinkedIn to check out candidates' accomplishments and recent news about them, as well as any professional connections they have made through their work experience or any other activities outside of work (e.g., clubs/organizations).

Step 6: Interview Candidates on the Phone

Once we’ve identified a candidate we want to interview, it’s time to have a phone conversation. Phone interviews are a great way to screen candidates because they’re fast and easy; not only can we get through one in about 15 minutes, but scheduling them takes just as little time. The basic steps we take are:

• Set up the call
• Conduct the interview (this is when we ask questions about their background, experience, and skills)
• Share our notes with other members of the team who are also involved in the hiring decisions

Step 7: Set Online Meetings With The Candidates for Interview

Now that we’ve chosen the best candidates, we schedule a remote interview. One of the things we do in the interview is conduct a mini personality test in order to get an idea of what kind of person we are speaking with. This will help ensure that they are qualified, and also make sure they fit into your company’s culture. Once the testing is complete, we ask the candidate to be assigned an online task in order to see  how well they work within time constraints. 

Step 8: Hire the Top Candidate

Once we have found a few good candidates, it's time to make a decision based on their qualifications and how they fit within your organization. We want someone who is qualified for the role (after all, this isn't an entry-level job!), but also someone who brings something special or different from other candidates.

Recruiting Talent is Not Just About Choosing a Great Candidate, it's About Building the Best Team

Recruiting is more than just finding a candidate to fill a job. It's about building the right team and ensuring that your company has the right mix of skills and personality traits to succeed. Recruiting is a process, not an event! Recruiting talent is not just about choosing a great candidate, it's about building the best team. The hiring process can be stressful for both candidates and company leaders, but by following these steps, we ensure that the right people are chosen for your job descriptions.