Finding just the right match for your company when recruiting job candidates can be frustrating, to say the least. In fact, the only reason you are responsible for finding employees in the first place is because you don’t have a Human Resources department. If you did, you would probably leave the recruitment, onboarding, training, and offboarding to them. With that said, let’s look at a simple guide to staff recruitment. Here are several tips that will make life so much easier for you until you’ve found the staff you are satisfied with.

The Simplest Solution

Whether you have one position to be filled or several of them, recruitment is going to be time consuming if you are the one doing the recruiting. Therefore, keep that in mind throughout. You can’t afford the luxury of throwing in the towel too soon. Some employers get highly frustrated trying to find the perfect match for the job in question. Then at the very same time they need to assess whether or not that applicant would be a good match for your company culture.

Sadly, that is the one tip they got from a peer who has been recruiting staff for years, and it is one of the tips that might spell disaster in the end. If you choose to go that route, you will have little time to actually think about job qualifications and experience in the field. According to the Human Resource experts at Bristol HR Dept, recruitment is a specialisation just like any other position in a company which is why it is best left to qualified HR professionals who are well-versed and experienced in recruitment.

Employee Referrals – Past and Present

Another simple, yet powerful, way to find job applicants is through referrals from company employees past and present. Believe it or not, even employees who are no longer with your company can make excellent sources for job applicants. Unless a former employee left under an extremely adverse situation, they would probably make good sources for referrals. This is where we step off the beaten path for just a moment to explain that.

Most HR professionals spend a great deal of time learning how to onboard new employees in the most effective way. Having said that, a really great HR professional would also learn the art and benefits of perfecting the offboarding process as well. That past employee might know several other professionals who are equally as talented as they are. If that employee left on good terms, they would probably be open to recommending your company to friends looking for employment. Perhaps it really is time to start perfecting your company’s offboarding process with this in mind.

Perfect Your Job Descriptions

Even when the job candidate you will be interviewing was referred by a friend, they will almost always land on your company page to see what you are all about. They will want to see what kind of work your company does and then they will browse your Open Positions page. One of the ways in which you can determine whether or not that applicant really has an interest in working for you is if they’ve read the job description before deciding to submit an application and CV.

Sadly, if your job description isn’t well written, covering all the important skills and qualifications you are looking for, that ill-fated interview will most likely be the end of the journey for them. In talking to you it was made apparent that it is not a position they would be interested in filling. Now you’ve effectively wasted your time and theirs because they responded to a description that was either incomplete or maybe even inaccurate to some degree.

Don’t Be Afraid to Ask for Help

One of the hardest things for many company owners to admit is a need for help and to delegate tasks as necessary. They somehow have the impression that the boss is supposed to be one step away from omnipotent. Sadly, this happens much too often which is why recruitment is more difficult than it needs to be. The simplest solution, as mentioned above, would probably be to hire an HR specialist.

Even if there is no budget for a full-time HR administrator, HR teams can be outsourced and contracted on a needs basis. If there are no jobs open and when no training, onboarding or offboarding tasks are necessary, you are not left staffing a department with nothing to do. Outsourcing recruitment to an HR team, then, seems to be the simplest and most cost-effective solution.