Are you disappointed with the job applications you’ve received when trying to fill a certain role in your organisation? That sometimes happens when you cast a wide net over the internet.
The truth is that those superstar applicants won’t simply fall into your lap after you publish a job ad. You need to put in the work. Fortunately, career strategist Linda Raynier has shared what we need to do to proactively find amazing job candidates to join your company.
Here’s a quick rundown of the steps involved.
Step 1: Be clear on what you’re looking for in a candidate
Linda says:
“You need to have a clear image in your head of the exact type of person who on a technical and personality perspective will fit in your company.”
Create a visual of this person and what they look like in your mind. Plus, be flexible because you may not always get what you’re looking for. In fact, you might get someone who’s even better.
Step 2: Query the job title into LinkedIn and filter the results
This tip may sound basic but you don’t want to go down the list one by one. You want to be able to filter the results using different parameters available in LinkedIn, including:
- Location.
- Industry.
- The type of company they’re currently working at.
Step 3: When viewing profiles, look for the right things
The first things you want to look for are the following:
- How long they’ve been working at their current company?
- Where were they working before?
The answer to these questions tell you a couple of things:
- How many years of experience the person has related to the job you’re hiring for.
- The quality of work experience they have.
If they only just started at their current employer, they’re likely not that interested in looking for a new job, mainly because they already have a new job. Thus, you might not want to reach out to them.
On the other hand, if they’re well experienced and seem to be a technical fit for your company, then contact them. If they’re working for companies and industries outside of what you’re looking for, then they might not be a proper match.
Next, consider location.
For many of these top candidates, they’re not just thinking about the job itself and the company. Naturally, convenience is an important factor for them as well.
If your open role is halfway across town and will add another 30 minutes or an hour to their commute, they may not be as willing to consider the position.
Step 4: LinkedIn message, email and call them
If you want to get great job candidates, you have to do more than merely connecting with them on LinkedIn and sending them a light message. You have to contact them via their email and phone.
Why? If they’re that good, they’re probably getting messages from many recruiters. To stand apart from the rest, you have to go the extra mile. Getting in touch with them directly will help with that.
Take note of this misconception when it comes to hiring: you think that current job candidates who are working at their existing companies will be willing to just leave their jobs for your job.
That’s not always the case.
If they’re truly good employees, then they’re probably already enjoying the job they’re currently in. They’re probably already respected and well-compensated, so it would take a lot more effort on your end to win them over and hire them.
Remember, this isn’t just about hiring any job candidate; it’s about hiring the best candidate.
Here’s Linda Raynier’s complete video:
Make the recruitment process easier
If you want to hire an amazing job candidate, look no further than Remote Workmate. Plus, unlike freelancing platforms where you do everything yourself, we handle all the heavy lifting for you, including onboarding and payroll.
You can actually choose from our pool of top candidates right away. Simply visit our Hotlist at:
https://remoteworkmate.com/hotlist
You can browse a wide range of profiles on our Hotlist page. Once you find a qualified VA, simply fill out the form at the bottom and we’ll get in touch with you at the first opportunity.
