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Recruiting the perfect person for a vacancy isn’t an easy task. An applicant will not only need to check every essential skill, but they must possess the correct attitude, hard work ethic, and soft skills to flourish in a business.

Hiring the right candidate will fill a gap in a business, improve internal productivity, and may even boost employee morale. Don’t choose the wrong person. Learn how to find the best candidates for a role.

Write a Good Job Description

If a job description is too vague or broad, it could cause the wrong candidates to apply for the role or limit your talent pool.

A good job description should feature:

  • The job title
  • Education and experience requirements
  • Salary range
  • Location
  • Job goals
  • Expected tasks
  • Reporting structure
  • Working hours

Also, you must specify the qualifications or qualities that are essential or desirable. Bear in mind that obscure requirements might prevent a talented professional from applying for a role. A good job description will encourage only the best candidates to apply for a position, simplifying the hiring process.

Help Candidates Find You

Many recruiters and companies spend considerable time looking for candidates instead of helping hardworking professionals find their businesses. Simplify recruitment by dominating the organic search market.

Click Intelligence could help you find the best candidate for a role. An effective content marketing strategy, on-page technical auditing, and PPC can encourage many hardworking professionals to apply for a vacancy. Therefore, a business will have its choice of qualified candidates for a role. Also, in-depth reporting and measuring will provide a detailed understanding of every recruitment campaign.

Ask Screening Questions

Recruiters and companies must ask screening questions during the application process to weed out the wrong candidates.

Here’s an example of some good screening questions:

  • Why do you want to work for the company?
  • What is the biggest challenge you faced in your previous role?
  • What is your idea of a perfect manager?
  • What are your professional development goals?

Many people will often reveal their character, hard work ethic, skills, or ambitions through screening questions. It is an effective way to separate potential candidates from the wrong applicants.

Become Ruthless

In an ideal world, you could provide every applicant with a job, but this isn’t the case, which is why you must be ruthless with your search. Finding candidates and conducting interviews will require much time, and you must only select candidates worthy of the advertised job.

Narrow down how many candidates you’re prepared to interview to avoid wasting people’s time and yours. Speed up the process by writing down specific keywords or attributes to look for in resumes and cover letters.

Pay Attention to Body Language

Pay close attention to body language during an interview. You can learn a lot about a job seeker from their handshake, eye contact, posture, and gestures. If they slump in their chair, hunch their shoulders, or appear exasperated, they might not possess the correct attitude or confidence for the role. Monitoring a candidate’s body language will help you identify who they are, how they feel, and how interested they are in a position or brand.