Evaluating Work Ethic: Top 5 Interview Questions to Ask Candidates

Discover the most effective job interview questions for evaluating candidates’ work ethic.

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Why should you look for a strong work ethic in candidates?

A strong work ethic is the most desired characteristic in a new employee, according to many employers. Why is that?

It is because candidates with extensive relevant experience and the right skills won’t be an asset for a company unless they exhibit a strong work ethic.

In other words, qualification and skills aren’t enough to guarantee that a candidate will be successful in a job. Besides great qualifications, work experience and skills, a top candidate will also exhibit a will to work hard and dedicated.

What is the best way to evaluate work ethic in candidates?

You can’t really assess a candidate’s work ethic by resume alone. When you’re trying to recognize a strong work ethic, it is important to look beyond your candidates’ qualification and skills.

In order to find if your candidate is a hard-working, reliable, dedicated, punctual and responsible employee, you should use behavioral interview questions.

Interview questions for evaluating work ethic

Here are top 5 job interview questions designed specifically to evaluate candidate’s work ethic:

  1. Can you describe a time when you went the extra mile at work?

  2. When things are slow at work or you’ve finished your tasks, what do you do?

  3. How do you define work ethic? What does it mean to you?

  4. When have you worked the hardest? Describe the situation and explain your motivation.

  5. Give an example of when you completed a difficult task that made you work harder than normal.

By asking these job interview questions, you can easily uncover candidates with a strong work ethic. The best candidates will be able to provide detailed, real-life examples of their previously demonstrated inclination to work hard and go the extra mile.

Additional resources

➡️ If you’re looking for more great interviewing questions, you’ll find more examples in our blog post: Questions to ask candidates in a job interview.

➡️ If you would like to improve your overall interviewing skills, check out our Guide: How to be a good interviewer.

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9 Ways to Reduce Your Time to Fill

Discover 9 great ways to reduce your time to fill and hire top candidates faster!

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Want to hire top talent for less money? Reduce your time to fill!

Time-to-hire is one of the key recruiting and hiring metrics.

➡️ Download the Checklist of Most Important Hiring Metrics & Tips for Improvement

Time to fill metric measures how quickly a company can find and hire the best candidate. In a time of war for talent, many companies use this metric as their north star. Why is that?

There are 2 main reasons:

  1. Longer time to hire costs more money
  2. Loner time to hire causes you to lose the best candidates.

Did you know that a whopping 57% of job seekers lose interest in a job if the hiring process is lengthy (Source:  Robert Half’s research).

So without further ado, let’s take a look at the 9 ways to reduce your time to fill, improve your candidate experience and hire top talent for less money!

How can you reduce your time to fill?

Here are X effective ways to reduce your time to fill:

1. Start using a recruitment software

One of the best ways to reduce your time-to-hire is to use modern recruitment software. Modern recruitment software has many benefits, and one of the key ones is reducing time to fill. According to research, 86% of recruiting professionals say that using an ATS has helped them hire faster.

2. Track and measure

Track and measure your hiring process to find bottlenecks and resolve them. With modern recruitment software, you can automatically track and measure your time to fill. That way you can get an insight into how long does it take to hire for a particular job opening and make changes accordingly.

3. Automate your communication with candidates

In order to save time, you should automate your communication with candidates. Use the latest technological solutions such as recruitment chatbots and modern recruitment software. Modern recruitment software has ready-to-use recruiting email templates you can personalize and send in bulk.

4. Automate interview scheduling

With a modern recruitment software, you can send automated emails with an interview appointment that automatically sync with your work calendar. That way you’ll save valuable time going back and forth to arrange a suitable time slot for all your candidates.

5. Automate resume parsing and screening

Once candidates apply, a modern recruitment software will parse and screen their resumes and create their rich profiles in the system automatically. That way you’ll save the time needed to go through all received applications and organize them in order to find the best candidates.

6. Conduct group interviews

Conducting group interviews can save you a lot of time in the most consuming phase of the hiring process – interviewing. If you’ve never conducted group interviews before, don’t worry – we’ve got you covered! In our Guide for conducting a group interview you’ll find everything you need to know to learn how to plan, prepare and conduct effective group interviews.

7. Build a talent pool

Having a pool of great candidates eager to work for your company is the best way to reduce your time to hire. Every time you have a new job opening, you can simply choose the best ones from your talent pool! Learn how to build a talent pool from scratch and how to segment it for maximum benefits!

8. Source candidates

Don’t wait for candidates to come to you – go out there and find them! Luckily, today’s technology offers effective sourcing tools, which can perform complex web search scans millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

9. Implement an employee referral program

Asking your current employees to recommend great candidates is another way to reduce your time to fill. Implement an employee referral program and promote it regularly. Also. make sure to offer attractive and creative employee referral rewards which will motivate your employees to actively engage in helping you find new employees.

 

Top 7 Websites to Find Developers in 2019

Are you utilizing all of these top places to find developers? If not, you’re missing out on top tech talent!

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Need to find and hire developers?

Yes, we know…join the club, buddy! Finding and hiring developers is one of the top challenges for HR professionals and recruiters around the world.

However, finding great developers isn’t that hard – when you know where to look for them.

Download our free eBook: Definite Guide for Recruiting & Hiring Developers!

What are the best places to find developers?

The latest Stack Overflow’ survey The Global Developer Hiring Landscape 2018 has found that: only 16% of developers are actively looking for a job. This means that you won’t find them on LinkedIn, job boards and your career site.

You will find them, however, on specialized tech websites and forums. These websites are your best bet for finding and hiring top tech candidates, especially passive ones.

Top 7 sources of tech candidates

1. GitHub

GitHub is the world’s largest software development platform. It is a place where developers can host and review their code, manage projects, and build software alongside 31 million developers. Basically, it is a site where developers store their code and share it with others

for collaboration, further development or simply usage.

2. Stack Overflow

Stack Overflow is the largest most trusted online community for developers to learn and share their knowledge. It has more than 50 million unique visitors come to Stack Overflow every month. Basically, Stack Overflow is a Q&A site. It is a place where developers post their programming-related questions and coding problems hoping that other developers will be able to help them. It has a very popular job board.

3. Dice

Dice is a well-known job board and candidate sourcing site. Dice’s database includes over 11 million unique and actionable tech profiles – including 2.2 million complete with résumés.

4. Toptal

Toptal is an exclusive network of the top freelance software developers, designers, finance experts, product managers, and project managers in the world. All candidates on Toptal have a proven track record and elite industry experience in design, business, or technology.

5. Upwork

Upwork is the largest global freelancing website. With millions of jobs posted on Upwork annually, freelancers are earning money by providing companies with over 5,000 skills across more than 70 categories of work.

6. We work remotely

We Work Remotely is a niche job board for remote jobseekers. It’s the largest, most experienced and dedicated remote only job board in the world with over 1.5 million individuals visiting the site annually. It is primarily comprised of developer jobs.

7. Gun.io

Gun.io is a platform which helps employers hire elite freelance software developers. All the developers on Gun.io are already tested and vetted. Gun.io has the most comprehensive vetting process in the entire freelance industry. While other sites just do automated code testing, Gun.io freelancers through four separate assessments. They test each freelancer’s technical acumen through an automated coding exam, a live coding exercise, and a technical interview with a member of our engineering team.

 

Top 10 Job Boards to Find Flexible Workers

Check out this list of the top 10 job boards where you can post your open job positions in order to find qualified remote, part-time, freelance and other flexible workers!

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Gig economy trend continues to rise

With freelance and the gig economy increasing in popularity, flexible work has become one of the key workplace trends in 2018.

There are many pros and cons of hiring full-time, part-time and freelance employees, but with technological advancement, remote and flexible work has become synonymous with modern life.

If you’re an employer looking for remote, part-time, freelance and other flexible workers, your best bet are specialized job boards.

Top 10 job boards for finding flexible workers

Here is the list of the best job boards specialized in flexible work. On these job boards, you can find job seekers interested in remote, part-time and freelance work.

1. FlexJobs

FlexJobs is the leading job board specialized in the flexible job market. With FlexJobs, you can find remote, part-time, freelance, and flexible workers quickly and easily. FlexJobs is currently listing 124,892 resumes people interested specifically in jobs that offer these types of flexibility, ranging from entry-level to executive candidates in all different career categories.

2. Craigslist

Craigslist is the world’s biggest online classified ads site that includes listings for apartments, rooms, cars, personal ads, free items, jobs, items for sale, discussion forums etc. It is very popular and locally oriented so it works great for finding local flexible workers.

3. Upwork

Upwork is the world’s largest freelancing job board where employers and independent professionals connect and collaborate remotely. On Upwork you’ll find a range of job seekers, from programmers to designers, writers, customer support reps, and more. You can pay freelancers by the hour, or a fixed price for the entire project.

4. Guru

Guru is an online job board which makes it easy for quality employers and freelancers to connect, collaborate, and get work done flexibly and securely. Guru has more than 3 million members worldwide. With Guru’s TimeTracker software, employers can track progress with ease and confidently pay freelancers by the hour.

5. SecondJobs

SecondJobs is another job board where employers and experienced professionals can connect on part-time and remote job opportunities.

6. Fiverr

Fiverr is the world’s largest freelance services marketplace. Fiverr is specialized in creative and digital services, including graphic design, copywriting, voice-overs, and music and film editing. Fiverr’s global community of freelancers have delivered over 40 million high-quality gigs from over 100 service categories across 190 countries.

7. Snagajob

Snagajob is the most popular online job board specialized in hourly job postings. Snagajob has a large database of more than 90 million registered hourly workers and more than 450,000 employer locations. Check out how to post a job on Snagajob in 5 easy steps!

8. Remote.co

Remote.co is the job board exclusively for remote jobs. On this job board, you can post a job in 60 seconds and have your job posting seen by freelance workers from all over the world.

9. We work remotely

We Work Remotely is the largest community on the web (with over 2,500,000 monthly visitors) where you can list your jobs that aren’t restricted by commutes or a specific location.

10. Freelancer

Freelancer is a job board specialized in freelance work. It connects freelancers from all over the world with employers. On Freelancer you can find professionals you can trust by browsing their samples of previous work and reading their profile reviews.

Post your jobs for free on multiple job boards

With TalentLyft you can post jobs for free on multiple job boards with just one click. Some of the free job boards and free job posting sites include Indeed, Monster, Simply Hired, Glassdoor, Stackoverflow and many others.

You may also want to check out The List of The Best Free Job Posting Sites!

Top 3 Startup Hiring Challenges (and Tips to Overcome Them)

Many startups struggle to find, attract and select the right employees. Learn about the biggest startup recruiting challenges and discover best practice tips for overcoming them!

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How to overcome startup hiring challenges?

When it comes to recruiting, startups face 3 main challenges. We will explain these challenges and offer best practices tips for overcoming them! Read on to learn about the best recruitment strategies to attract the top talent to your startup!

First challenge: Startups lack hiring resources

Small companies and startups usually struggle with a lack of knowledge, resources and time to hire. They don’t have a dedicated in-house recruiter with the right hiring expertise and experience. They struggle to find, attract and select the right people for their open positions and company.

How to overcome this challenge?

Learn how to excel at the full cycle recruiting process. Write a great job posting, follow best job advertising practices, implement an employee referral program, learn how to be a good interviewer and ask the best job interview questions.

Second challenge: Startups have yet to build their (employer) brand

Startups are small companies just getting started, with no established brand and reputation. This is why most people are suspicious and won’t trust them. Yes, you may succeed, but hey, most startups fail, don’t they? It’s a big risk to work for a startup – a risk most people aren’t willing to take.

How to overcome this challenge?

You need to establish your employer brand and build your reputation as a great employer. Learn how to build your employer branding strategy in 5 easy steps and use social media to promote your employer brand.

Third challenge: Startups can’t offer competitive compensation packages

Startups can never compete with compensation packages and benefits offered by big corporations. This is why it is hard for them to compete with big brands in a war for talent. Why would top talent come to work for you instead for an established company with a great reputation that offers much higher salary?

How to overcome this challenge?

Okay, so maybe you can’t offer the biggest paycheck and extravagant benefits and you don’t have a fancy office. However, there are still important perks you can offer, such as flexible working time and work from home options. You can also offer a friendly, non-corporate office atmosphere. Dig deeper and highlight the right components of your employee value proposition which can serve as a magnet for talent!

Why Should You Make Your Recruiting Process More Collaborative?

How can making your recruiting process more collaborative benefit your company?

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Why Should You Make Your Recruiting Process More Collaborative?

Although it may seem more complicated at first, a collaborative model of hiring can improve your whole recruitment process and have a positive effect on your company culture and overall business results.

If you want to keep up with the best recruitment practices, you should follow the world’s best and most famous companies such as Apple, Google, Netflix and make your recruiting process more collaborative.

4 reasons to make your recruiting process more collaborative

Here are the 4 key reasons why you should make your recruiting process more collaborative:

Collaborative recruiting process helps you achieve better hiring results

By involving more people into your hiring process, you will get more diversified perspectives on the candidate. This will enable you to choose candidates with the best skills who will also be the best cultural fit for your team and your company culture.

Collaborative recruiting process improves candidate experience

Introducing candidates with their potential future employees can significantly improve candidate experience and showcase your great, collaborative company culture. Candidates appreciate being introduced to their potential future team members with whom they will possibly spending most of their awaken hours every day. They will also feel important by having so many people show interest in them.

Collaborative recruiting process improves is good for your employees

Giving your employees a voice in choosing their future colleagues will empower them and make them feel valued and important. As a result, they will be more engaged, motivated and productive. They will also provide your new employee with a warm welcome and all the needed resources and assistance. Consequently, your company will have less turnover and better retention rate.

Collaborative recruiting process enhances your company culture

Finally, making your recruiting process more collaborative will help you establish a more open, transparent and collaborative company culture. In such a culture, teamwork won’t be just a sign on your wall – it will be a value brought to life through real-life practices of collaborative recruiting.

How to make your recruiting process more collaborative?

If you want to make your recruiting process more collaborative, our detailed, step-by-step Guide for collaborative recruiting and hiring will come in handy!

3 Best Employee Onboarding Tips

Looking to improve your employee onboarding process? Simply follow these 3 great tips!
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Why should you improve your employee onboarding program?

Employee onboarding is a very method used in talent acquisition.

If done right, the employee onboarding process can easily become your secret weapon for hiring and retaining talent.

A successful employee onboarding program ensures that your best candidate actually shows up on their first day at the new job.

This is because a successful employee onboarding process starts at the moment your best candidate accepts your offer. If you don’t engage you best candidates until their start date, they might accept a better offer or a counteroffer from their current employer.

It also helps to improve retention, engagement, satisfaction, and productivity of your new employees.

According to the Society For Human Resources Management (SHRM):

  • 69% of employees are more likely to stay with a company for three years if they experienced great onboarding.
  • Organizations with a standard onboarding process experience 50% greater new-hire productivity.
  • 54% of companies with onboarding programs reported higher employee engagement.

3 best employee onboarding tips

Here are the best 3 tips that will help get the most out of your onboarding program:

Tip #1: Plan and organize

If you want to maximize the power of your onboarding process, you need to carefully structure it. To learn how, check out our step-by-step Guide on how to successfully onboard new employees.  

Keep in mind that:

  1. A successful onboarding is a process
    A successful employee onboarding is not an event that takes place on your new employee’s first day at the office. It is a continuous process that starts at the moment your best candidate accepts your job offer.
  2. A successful onboarding is people oriented
    A successful employee onboarding is not focused on tasks, but on people.
    The human touch drives onboarding success.  The secret of great onboarding is the fact that it makes your new employees feel welcomed and integrated into your company culture from the day one!

Tip #2: Automate

Automating your employee onboarding process will help you save time and your nerves. There are many different employee onboarding tools you can use to easily automate your onboarding process.

There are 3 main types of employee onboarding tools:

  • Checklists
    Checklists are the most simple and straightforward tool that can help you onboard new employees.
  • Specialized tools
    Specialized employee onboarding tools are tools created for the sole purpose of improving the employee onboarding process.
  • Integrated tools
    Integrated tools are comprehensive, all-in-one tools that offer solutions for your whole HR management process, including payroll, benefits, time and attendance, etc.

Tip#3: Be creative

To make your new employees’ onboarding experience truly unique, you need to get creative! Luckily for you, we compiled the best and the most innovative employee onboarding ideas and examples from experts to inspire you!

Here are 3 simple, but creative employee onboarding ideas you can easily implement:

  1. Welcome GIF or video
    Gather your team and create a welcome video for your new employee!
    If your employees shy away from a camera or you don’t have enough time on your hands, go with the quicker version – create a welcome GIF!
  2. Decorate your new employee’s desk
    Decorate your new employee’s desk with some balloons, welcome sign and maybe even some cake! You can also pack your company swag (such as branded notebook, pens, T-shirt, water bottle, etc.) as a present!
  3. 100th-day party
    Throwing a 100 day on the job party for your employees is a great opportunity to shower them with some attention and remind them how much you are happy to have them joined your company.

A Surprising Practice That Can Help You Both Hire and Retain Talent

You are probably ignoring this great practice that can help you both hire and retain talent!

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What is this mystery practice?

One word – onboarding!

Well, I bet you didn’t expect this answer, right?

But bear with me – I’ll explain exactly how a great onboarding can help you achieve 2 most important HR goals:

  1. Recruit the best people for your company
  2. Reduce turnover rate by retaining them.

How can onboarding help you hire talent?

A well-structured employee onboarding program can help you ensure the successful outcome of your hiring process.

The way we recruit has changed.

Unfortunately, the fact that your best candidate has accepted your offer is no longer a guarantee that they will actually show up on their first day.

The war for talent is raging.

And since all is fair in love and war, your newly signed candidates:

  • Could still be interviewing and receive a better offer.
  • May receive a better offer from another company with whom they interviewed before, but who has a slower recruiting process.
  • May receive a counteroffer from their current employer.

You don’t want to lose your best candidates in the last second, right?

This is why your onboarding process should start at the moment your candidate accepts your offer. A great onboarding process will help you keep your new employees engaged and excited until their start date at your company.

How can onboarding help you retain talent?

A successful employee onboarding program helps to improve retention, engagement, satisfaction, and productivity of your new employees.

According to the Society For Human Resources Management (SHRM):

  • 69% of employees are more likely to stay with a company for three years if they experienced great onboarding.
  • Organizations with a standard onboarding process experience 50% greater new-hire productivity. 
  • 54% of companies with onboarding programs reported higher employee engagement.

Conclusion

Your onboarding program will do more than just help you retain new employees.

However, it is also a great method that can help you ensure the successful outcome of your hiring process.

This is why every company should invest some time and effort to learn how to successfully onboard new employees.

How Recruitment Automation Can Improve Your Hiring

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Using Recruitment Automation to Improve Hiring

Everywhere you look, companies both big and small are making incredible advancements in technologies like robotics, central processing units, cameras and augmented reality.

One area that is also rapidly expanding and growing more than ever is automation.

While the thought of automation may concern some people, it can save companies both time and money that is usually spent looking for the perfect candidate to fill an open position.

There’s a lot to learn about the benefits of hiring automation. In this article we will cover everything from how recruitment automation works to how companies can put it to use.

What is Recruitment Automation?

To understand what recruitment automation entails, one must first understand how a process, or an object becomes autonomous.

In general, autonomy is the process of removing the need for human observation and interaction to achieve the desired result. Recruitment automation is simply the process of removing a portion of the need for human labor to complete the task of onboarding and hiring a new candidate.

Take the autopilot programming that is used on most commercial airliners: the “auto” in autopilot refers to the autonomous nature of the system that is flying the plane, which means that the system doesn’t require the constant attention of the human pilot to operate. However, just like an airplane’s autopilot system, there are certain parts of the process in recruitment automation that still need to be completed by a human being.

Why is this the case?

While recruitment automation can help recruiters sift through hundreds, if not thousands of resumes to find the perfect candidate, it is still ultimately up to the hiring manager to make the call when hiring a candidate.

Therefore, we must look at recruitment automation as an aide to hiring and not as a system to be in complete control of a company’s recruitment efforts.

Types of Automated Recruiting Systems

There are many types of recruitment automaton systems, some of which are listed below:

  • Resume Screening
  • Chat Bots
  • Digitized Interviews
  • Reference Checking Software
  • Automated Offer/Rejection Letters

Why is it Useful?

Looking at the above list, there are a couple of things that they all have in common: efficiency and consistency.

When a company is looking to hire a candidate, there is a good chance that the individuals in charge of hiring will be overwhelmed with the number of applicants. On average, a typical corporate job will receive 250 resumes; however, some companies receive many times that amount, and without an automated system of some sort, each resume will have to be manually examined so that a determination about the candidate’s potential can be made.

Because of this, most companies simply do not have the time or the resources to dedicate the required number of hours to recruiting and onboarding a new employee.

Besides saving time and resources on recruiting, automation of the recruitment process also ensures that all candidates are judged by the same criterion without human biases getting in the way.

For example, during a manual review of resumes, the individuals conducting the review may push a candidate towards the top of the pile solely based on the school they graduated from. With an automated system, candidates can be judged fairly since the system is not programmed with the innate shortfalls that come with being a human being. Additionally, by having an automated system to screen potential candidates, the company can better track resumes for future hiring efforts.

How to Automate your Recruiting

  • Resume Screening – Resume screening tools have been around for quite some time. These tools are a tremendous help in optimizing workflows and sifting through candidates that are not a good fit. Reviewing applications is one of the most time consuming tasks for recruiters and hiring managers, taking away valuable time that could be spent interviewing qualified candidates. Having a resume screening system that integrates with your applicant tracking system (ATS) will be a big plus.
  • Chatbots – Chatbots have also been around for some time but have grown much more advanced over the years. Having a chatbot in place that integrates with your ATS will save you both time and also improve the appeal of your company through faster response times and a more personal candidate experience.
  • Artificially Intelligent Video Interviews – When it comes to video interviewing, AI is transforming the process by analyzing candidates word choice, speech patterns and facial expressions. This gives you insight into what may be going on behind the scenes and if the candidate would be a good fit for your organization. Take the information gathered from this tool with a grain of salt; it can be hard to tell if the candidate actually exhibits negative traits or they were just nervous/having a bad day.
  • Email Automation – Being able to deliver personalized data driven emails is a huge time saver. This tool really shines through when it comes to sending reminder emails or confirming interview times with candidates. Be sure to make these emails as seamless as possible compared to your normal email sends. You want the emails to look as though they are coming directly from somebody at the company.

Next Steps

Recruitment automation is a valuable tool that should not be overlooked, regardless of the type of position that is being filled.

With an automated system keeping tracking of resumes, assessment scores, and interview results, companies can collect valuable data that can not only be used to reach out to candidates that might have been missed, but also to refine the company’s overall hiring practices.

How to Fill That Difficult to Fill Position

A number of businesses across the country, and around the world are having major difficulties filling positions as industries switch to more technology-focused jobs. This is cutting out the older workforce and has created openings for future employees that currently haven’t left high school and university yet. This is creating a big issue for particular businesses who need cyber assistance employees as well as those in the virtual reality and augmented reality fields.

Outlined below are some tips to make the process of hiring for a difficult to fill the position a little easier.

Streamline and Fast track interviews

One of the issues a lot of employers get strung up on is wasting time setting up interviews and planning them. If you’re looking to fill a role quickly, and save money, utilise all of the tools you and your candidates have to make the process as effortless as possible. This means using one-way video to get your candidates to answer their interview questions, then you can watch over them all later. This way, you can pluck out the best of the best for the real in-house interview.

In the same scope as this, you should also tailor your interview questions around getting as much personalised and work-related information as possible. If you can’t sit down directly with candidates you need to be able to form a personality profile of them in another way. This can mean asking questions about their hobbies, what their daily or weekly sports activities are and their future and past goals.

Correctly Advertise

Possibly the most important part of filling the position is correctly advertising. How will candidates and job seekers even know the role exists if it isn’t posted in the correct areas. Utilise any and all job listing platforms to get your vacancy out there, and that can include Facebook’s Jobs section too, you’ll be able to utilise user data and target your listings to the qualified users as well.

More ‘old school’ job listing sites are great to spread the word about a vacancy too, like Gumtree, Indeed and Seek, all of which have metadata and tags to help anyone searching for a particular role find the listing.  

When advertising your listings though, it’s important to make sure all of your business’s websites and social media accounts are up to scratch, as candidates will back away from sketchy and outdated looking companies, mainly due to the assumption that the company isn’t legitimate.

Dig deeper than a resume

As we all know, there’s far more to a person than their work history, their resume and their cover letter, so when looking for a great candidate, don’t look past all of the other facets that make a person unique. Look towards the social media of the candidate, and even ask them during an interview about their personal life, but don’t get too invasive. It’s all about working out what type of person the candidate is and how they will work within the business and with their team.

Encourage your candidates to share and create a happy and welcoming environment in the interview and do your best to try to develop a questionnaire that will collect as much personal information about the candidates as possible.

Don’t be too targeted

This is particularly important for niche roles such as those in cybersecurity, app development and other highly skilled tech-based roles as there aren’t typically a lot of job seekers with these skills. This means that HR and employers need to make sure that they aren’t too targeted and cutting off a large portion of their candidate’s just because they don’t fit their role perfectly. This is the time to hire candidates from university, or who have only been in the workforce for a few years and train them on the job.

The best way to expand this target is to look for candidates who have a few of the skills required for the job but have the good learning and friendly attributes that will allow them to be taught and trained the new skills they need. Simply by doing this you’ll have access to a far larger number of candidates and have a greater chance of filling the role.

Use industry resources and online communities

These areas are perfect for finding the right employees to fill a difficult position as they’re already packed with those almost perfect for the role. If you target a trade show or an online community within Reddit, Facebook groups and even on LinkedIn you’re more likely to find candidates that are relevant and hold the knowledge and skills from the beginning. But better yet, you’re almost definitely going to find passionate and devoted candidates in these areas, as they’re taking their own time to continue interacting and immersing themselves in their roles and careers.

Online communities are a hub for likeminded people and those with the drive and enthusiasm for their field, which typically makes the perfect candidate. If you’ve found or connected with someone anywhere in the world who might be the perfect employee, but they aren’t located near your business, then the power of the internet revolution comes in — utilise them as your full-time remote team members.