Getting the right set of employees to help run your business has a significant impact on company revenue generation. Keep in mind that although you are the bearer of the dream, the talents you hire will play a substantial role in achieving it. In 2020 news reports, 69% of employers experienced great difficulty hiring talents to fill various positions.

The talent shortage was quite surprising, mainly because it was the highest ever recorded in the country. Therefore, even amid such a shortage, what can you do to hire the right fit? Please find a few ideas here.

Create Detailed Job Descriptions

Advertising a vacant position goes beyond indicating the job title and the company’s name. It is also more than highlighting the job requirements. So, you have the responsibility to communicate clearly what the job descriptions are. Moreover, because this is your first communication (maybe online) to the potential employee, it is necessary to make these descriptions devoid of ambiguity.

A well-communicated job description includes skills level, responsibilities, experience required, and whether or not the role is local or international. When you finally find the right fit, you will need to re-emphasize the job descriptions with any other relevant information reserved only for the select group. Also, at this stage, it is necessary to tie in the company’s core values with the role to enhance a better understanding among the chosen employees.

Adhere to Well-Structured Interviews

In most cases, the interview stage offers the opportunity to meet your potential staff for the first time. Although some experts agree that the job interview stage cannot be the ultimate determinant, it’s worth knowing that Forbes describes it as having an 85% success rate. It’s understandable why some groups believe the interview session may have loopholes that may project the wrong candidate as the right fit. Fortunately, there are some strategies to use.

First of all, before the interview starts, use the preliminary session to kick off an informal conversation with candidates. You want to get them relaxed and mentally prepared for what comes next. Moreover, during an informal session, you will have a clearer idea of who sits before you. According to psychologists, every adult with appreciable experience in the hiring space develops a sixth sense to spot a quality contender. You can rely on this acquired sense to help make that ultimate decision.

Next, adopt the behavior-based interviewing technique, which focuses on how a potential candidate managed a challenging situation in their past or current jobs. Experts believe that past performances can be significant indicators of sustained accomplishments. Additionally, do not forget to use an evaluation scorecard to compare feats among your top contenders. Admittedly, this can be a tough one and may explain your need for a professional recruiting service. For instance, if you’re in the printing business, you can get help with your hiring process by using packaging recruitment company.

Test Your Top Candidates

This usually happens a few days after the first interviewing stage. In some cases, it can occur immediately after the interview (on the same day). Some companies may adopt the aptitude test style, while others offer the test in a presentation form. The latter is usually more impactful, mainly because it allows them to evaluate their PowerPoint presentation skills. It is also an excellent time to see firsthand your top contenders’ natural ability to convince.

This is particularly important if the hiring role is sales and marketing-based. Use your discretion to time them or not, but the essential point is to pay critical attention to their problem-solving skills on full display at that moment.

Do Not Put Your Entire Focus On CVs

Even though academic and professional credentials are necessary, recruiting experts recommend going beyond the curriculum vitae. The reason being, a candidate may have the most impressive resume but will be a poor pick in job delivery. Fortunately, the hiring world is beginning to place more emphasis on skills-based tendencies. Perhaps, that explains why Google’s job hires moved away from college degrees. Instead, the global giant focuses more on skills, integrity, passion, and proven performance.

If you want to replicate that in your company, ask your candidates about their ambitions, priorities, expectations, and things bordering on integrity. Be wary of those candidates who emphasize monetary gain as their only aim. From the get-go, you can spot that these applicants will jump ship in the event of the slightest economic downturn.

Without a doubt, these processes are pretty intensive and require a great deal of expertise to find the right fit for your company. Indeed, you can rely on professional hiring services but even with that, always have that critical ‘chat’ with the entrant.