5 Tips To Find The Best Candidates As Quickly As Possible

People are your company’s most important competitive advantage. 

After all, without the right employees, you can’t get your business where you want it to be.

And finding the best candidates is getting harder and harder.

With a high demand for top talent, how do you find that ideal person as quickly as possible?

Let’s face the fact that there are thousands of resumes in your ATS, but do you really have the time and the energy to sift through all of them to find the gem you’re looking for? 

You need to find that person fast or they’ll be snatched up by another company, maybe even your competitor. And you can’t let that happen. 

Here are 5 tips to help you find the best candidate as quickly as possible:

1. Know what you are looking for

If you are clear on your requirements for the position, it’ll be easier to identify if the candidate meets them.  Are you looking for a senior member of the team or a recent college graduate?  One will have years of experience that can be beneficial to your company.  The other may have learned the latest technology that can push your business forward.  It’s all a matter of what you need.

By targeting people who match the skill set, you’ll eliminate some of the thousands of resumes that you’ll have to go through to find that special someone.  Talk with the manager of the open position to get as many details as possible so you fully understand what they are looking for.  What will be the new hire’s roles and responsibilities?  Knowing the specifics will help you ask the right questions when it comes time for the interview.   

2. Match your company’s mindset

You want to hire someone with a mindset that matches your company.  Most employees who work at a startup have a different view than those who have worked at a well-established company.  A startup is more flexible, smaller, and tends to make decisions quicker.  A larger, well-established company may spend weeks or months deciding what needs to be done.  If the mindset doesn’t match, the bureaucracy involved may send your candidate running for the hills.

Keep in mind that age really isn’t necessarily a factor when thinking about mindset.  Many older people like the speed and the adrenaline rush that you get from the quick and constant change of a startup.  Out-of-the-box thinking and problem-solving skills aren’t limited to people under 30.  Do you have the ability to understand the candidate’s mindset just by reading their resume?

If you aren’t exactly sure how to use the information in front of you to decide how a person might think and if that matches your company’s atmosphere, wouldn’t it be great if there was a way to do it with the latest technology?

3. Act fast

When you do find the right talent, don’t let a lengthy interview process hold up the decision-making.  You don’t want to frustrate the candidate making them wait for weeks upon end, jumping through hurdle after hurdle.  Keep in mind that the same candidate is interviewing with other companies who may have fewer steps to get someone on board.  You don’t want to see that top talent go to work for your competitor, do you?

By streamlining your application process, you can access the people who really fit the position and get them through the screening process quickly.  The longer it takes to find your next recruit the more it costs your business.  Not only are you wasting time by reviewing resumes that don’t apply, but you are losing precious hours speaking with people who aren’t what you need.  

4. Be flexible

Sometimes the talent doesn’t check all the boxes.  You may be looking for someone who has programming experience in a specific language, but the candidate has been programming for many years using other languages.  Be flexible enough to see that the person can learn the skill that your company needs and not dismiss the application right away.

Recognize a person’s potential for growth.  Just because someone wasn’t a manager at their previous company doesn’t mean that with the right guidance, they can’t become a leader in the future.  People aren’t born leaders; it comes from confidence and time plus the ability to dream and inspire. Your next talent may just be looking for the right opportunity that you can provide. 

5.  Take advantage of technology

How do you go through thousands of resumes?  Can you search to limit the number of applicants?  Is your database of candidates up to date with the latest information?  Your next recruit might already be in your database, but will you find him or her?  Where is that top talent and are they ready to make a move?  

By using the latest technology, you should be able to resurface that talent and find out if they are ready to fill the position you have available. The software you are using today should give you information quickly and accurately to help you find the right candidate.  And since data changes instantly, having the latest details at your fingertips will make sure you get first pick of the talent pool.

Find the best candidates as quickly as possible

In today’s competitive business environment, you are racing to find that ideal recruit as quickly as possible. Knowing what requirements you are looking for and being flexible with them will help you narrow down the search to discover your next recruit.  Think about your company’s mindset, vision, and their plans for growth to see if the candidate is a perfect fit.

Using automation and technology is key to getting the results you need fast.  You’ll be ahead of your competition and make sure you win the race in not only hiring the best candidate for the job but advancing your company toward success.  

Woo has a smart search that will help you resurface qualified candidates without spending hours on screening. 

If you are interested in learning about the latest technology that can help you win the race to find your next hire, book a demo with Woo.