Company recruitment: how to find the perfect fit

nitsawan katerattanakul/Shutterstock

According to a Fast Company article, a poor recruitment process is the cause of 80 percent of employee turnover. Hiring is no easy feat, it requires dedication, patience and know-how. Ending up with the right or wrong employee can affect your company’s productivity greatly, that’s why to spare you the frustration of having a high staff turnaround, we share some tips for finding the perfect fit.

The recruitment search begins

Defining your starting point is a crucial step for tracking down the right candidates for your job opening position. You may think you know what the job entails, but don’t dismiss talking to other coworkers in the same position. They may shed a light on tasks inherent to the job that you may not have considered.

Now you can write the job description and look for candidates on multiple job sites and on social media. One thing most employers don’t take into account during this step of the recruitment process is to consider the generation you’re targeting. For instance, if the company needs a young tech employee, let’s say a millennial, they’ll set up a strategy with interactive media, videos, gifs and whatnot to capture the candidates’ attention.

Interview time

Ok, so your list of candidates is ready, now you need to narrow it down. Holding a over-the-phone interview before an interview in person can aid your screening process.

Before the job interview, employers have to re-read the resume cover letter and the resumé to get a feel of the interviewee’s aims, skills and background. This will help you pinpoint during the allotted time of the one-on-one whether or not the candidate is the perfect fit.

  1. Begin the interview with some small talk, maybe ask about job experience or some common background question that can ease the mood for the interviewee to relax.
  2. Hold a behavioral interview: If your candidate has all the skills and background, character needs to be evaluated. That’s why, most companies ask job applicants to name or describe situations in which they performed in a certain way. A common behavioral interview question would be to describe a situation in which the candidate had to face a job integrity quandary and how they resolved it.
  3. Be empathetic. Recruiters must also follow their gut when it comes to the hiring process. That’s why you must listen intently, ask the right questions and be able to identify a candidate’s true potential. If you don’t have that sixth sense for hiring, make sure your co-recruiter does, so you can complement each other.

You’re hired!

The decision has been made. Now, the new employee will start the adjustment period in the company.

This is when the ‘onboarding’ process takes place. Many ignore this process, but when applied incorrectly, it can be a deal-breaker. In fact, when the onboarding process is effective, retention increases and 69 percent of employees are more likely to remain in a job position.

But what does this process entail? Basically, we’re creatures of habit and a new job can hold a lot of strain on us, so making the adaptation process smooth and bump-free is pivotal.

How to win on onboarding process:

  • Introduce employees to their coworkers.
  • Teach them about the daily-use tools.
  • Make useful information available: let them know who to contact when in doubt, when they can take a lunch-break, the dos and don’ts of the corporate culture and the like.

With all this info, your company can start a successful recruitment process and reap the benefits of unearthing the perfect staff for your enterprise.

Like what you read? Give G8 Labs a round of applause.

From a quick cheer to a standing ovation, clap to show how much you enjoyed this story.