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Worked Out

1. Craft a candidate-focused job description

What type of employee do you want? Write your job description to attract them. (Extra hint: Avoid bulleted lists. Focus on what the company can do for the candidate and how you can both be an asset to each other.)

2. Get creative with your recruitment marketing process

Prospective job seekers get their information from a variety of sources. Post on job sites, in the local newspaper, on social media and spread the word via community networks. (Extra hint: Use your social media connections to ask others to share your post. Those who you know can tag your business as a great place to work.)

3. Shake up your interview process

While you might prefer a traditional interview process as a screening, having the candidate interview with and have the opportunity to ask questions of your current employees helps them to more fully understand the conditions and atmosphere of your business. (Extra hint: It’s OK if they are honest. Your workplace is your workplace. Better to know before the hire that the candidate won’t be comfortable, rather than after.)

4. Look for candidates with the right personality for the job and your business

Rather than assessing a specific skill set, look for the right personality and people skills. (Extra hint: A good training schedule can help candidates quickly learn the hard skills needed, while comfortably fitting in with your current employees and company culture.)

5. Don’t settle for the first available candidate

Even if you’re desperate for help, do not settle for a candidate that you have doubts about. (Extra hint: Always keep in mind the type of person you are looking to hire—see Hint #1. Keep looking until you find that person. You’ll be glad you did! Extra, extra hint: if you’re a larger company, look around within.)