Hiring great people is what every business wants to do. But when the economy is good, it becomes harder to find great talent. Recruitment efforts become more strenuous than before because job seekers are going to the highest bidder—those companies that can offer not only higher salaries and bigger and better benefits, but also to those organizations that help foster meaning and significance in the work. Finding qualified candidates for open positions today requires that business leaders become innovative and more strategic with their search efforts. No longer will placing an advertisement generate a line of people waiting at the company’s HR door. In today’s world of recruiting, it takes research, creativity, and tons of patience.

Five Effective Recruiting Steps

According to a recent Harvard Business Review article, companies that still do their own recruitment and hiring, managers who try to fill open positions are largely left to figure out what the jobs require and what the ads should say. When applications come, which are mostly electronic, applicant-tracking software sifts through them for key words that the hiring managers want to see. That means that effective recruiting requires hard work, creativity, perseverance, teamwork and focus, and all while trying to get the work done and jobs filled, according to an article titled, “8 Critical Steps to Effective Recruiting,” on the Society for Human Resources (SHRM) website.

To help streamline your recruitment process, here are five steps you can begin implementing today that will help you save time, and streamline your focus for recruiting top talent:

1. Know Who You’re Looking For

You may have heard it said that it is better to hire for attitude and train for skills. But it is ideal to find both. The first step for more effective recruiting is to know what kind of person you need for the job. This sounds obvious enough, but you’d be surprised how many hiring managers don’t know the true job requirements for most available positions. Begin with a job analysis and determine what this person would have to do to perform successfully in the job. Build a job description from the ground up by analyzing every step and every process of all job functions. This will help you hone in on the kind of person you want.

2.  Get Referrals

If you already have the kind of employee you want in the organization, let them know that you are looking to fill a certain position and you would like to hire someone just like them. Ask them to spread the word and see if they know someone they would recommend. These recommendations are usually solid and pay off in dividends down the road.



3. Get On Social Media

Spread the word through Facebook, Instagram, LinkedIn, and others that you are looking for a qualified individual to fill a certain role with your company. Sell how exciting your company is to work for and all it has to offer.

4. Conduct Multiple Interviews

The cost to replace an employee is more expensive than the upfront costs of recruiting one. Use the time and money to conduct several interviews in various settings, (with different interviewers, over meals, with spouse, etc.), to ensure you find and hire the right person.


5. Use a Professional Service

When you engage a professional to assist with recruitment, you are freeing up resources that probably be more productive elsewhere. Hiring an agency that specializes in recruiting relieves you of many of the detailed tasks associated with the recruitment phase of hiring. Utilizing professionals like Worksite PAY’s Talent Management experts for everything from knowing how to reach the best talent via multiple career sites to developing competitive compensation packages, can help you to recognize, captivate and hire the best fit.


Johnny Duncan is a business writer and consultant partnering with business leaders to provide workforce management solutions including leadership coaching, customer service training, people-to-job matches, and conflict resolution.  He can be reached at johnny@duncanconsult.com or by visiting HRVitamin.com.