Top 10 Ten Recruiting Tips for Finding the Best Talent


Finding, and keeping, talented employees is a keystone of any successful company. That’s why it’s important to use every resource at your disposal to connect with prospective candidates who are truly a good fit for your company. Making the investment in a strong recruitment process opens your door to the best possible candidates. So without further ado, here are our top ten recruiting tips to find your ideal candidate.

1- Practice collaborative hiring

Utilize your current employees throughout the hiring process. Asking your current employees to offer suggestions and participate in interviews are great ways to involve them in the search for your next employee. Not only will this help you find a candidate that meshes well with your existing employees, but the candidate’s future coworkers will also be invested in their success. That’s a win-win for all involved!

2- Widen the net

You’re looking for the best candidate who fits in seamlessly with your organization. If your go-to hiring strategy is to choose someone who filled out an application online or dropped by to inquire, you need to expand your horizons.

In fact, your ideal candidate could very well be working for another company. Invest the time to establish relationships with universities, recruiters, and search firms. Encourage employees to participate in industry organizations and events where they can interact with potential candidates. Harness the power of the internet: Use LinkedIn and other social media, as well as online job boards as a way to seek out potential candidates who may not be actively looking for a new position but could be open to new opportunities.

3-  Look within the company

An ideal potential candidate could be right under your nose! While hiring outside the company is often a necessity, don’t forget you already have a talented group of people working for you. A good rule of thumb is to first offer opportunities to your existing employees – studies show that employees who have opportunities for growth and advancement within their company bolsters morale. It also demonstrates that your employees are appreciated and valued for the work that they do.

4- Build a diverse team

Having a group of employees who come from a varied and diverse range of backgrounds provides your company with a broader selection of experiences and perspectives that helps support innovation. It also widens your applicant pool to more potential candidates who will bring their own unique point of view to your company.

5- Pay and Benefits can make all the difference

Are you offering competitive pay within your industry? How do your benefits stack up? These are important questions to ask yourself before beginning the recruitment process. Keeping salaries above the average for your industry not only attract high-quality candidates, but it also helps retain your employees and keep them happy.

Similarly, a generous benefits package above the standard of your industry is very attractive to potential candidates. It demonstrates that you go the extra mile to take care of your employees.

6- Emphasize your reputation as a great employer

So you already know your company is a great place to work. The salaries are competitive and great benefits are offered. Shout that from the rooftops! Make sure potential candidates know you are a great employer.

Employees are looking for competitive salaries with a wide range of benefits, a company culture they will feel at home in, and the opportunity to be recognized and rewarded for their hard work. This supports a positive company culture as well as happy employees.

7- Hire a candidate for their proven talents and experience

Look at what your potential candidate has a proven track record of performing well, and ensure that is what the position requires. Why look at it from this perspective? Hiring a candidate based on their strengths sets them up to perform well. Don’t focus on the potential to develop weaker areas – focus on what this candidate can already do successfully. Furthermore, look for the candidate who has already performed a similar position at a similar company – this is a good indicator that they will be a good fit for your position, and will minimize time-consuming training time.

8- Take advantage of your website as a recruiting tool

Your website is not only a resource for potential clients but also for employee recruiting! Including an employment section on your website allows you to advertise open positions and highlight everything that makes your company a great place to work. It should also give potential candidates a good idea of your company’s mission, values, and culture, and speak to what you look for in an ideal candidate.

9- Do your due diligence

Take the time to check candidate references and perform background checks on Nuwber. While this may seem tedious, it is of great importance for maintaining the integrity of your company. Ensure that your prospective candidate is capable of doing the job, can effectively contribute to your company, and has no past transgressions that would reflect badly on your company – no skeletons in the closet so to speak.

10- Don’t discount offboarding

Making an effort to create a good offboarding experience for employees moving on from your company is an undervalued part of the recruitment process. Your former employees can be a resource, sharing their experience at your company with potential candidates, referring colleagues, and even returning to work for your company in some capacity in the future. This is where a solid offboarding experience – it leaves the potential for future benefits open to both employer and employee.

Taking a holistic approach to employee recruiting is an investment in finding the best possible candidates to help support and grow your company. These tips provide you with the framework to revolutionize your hiring process by looking at recruitment opportunities from all angles.