6 tips for finding the perfect candidate

by Sophie Duffy CertRP

1. Clear and defined job advert: When advertising a job, it's crucial to have a clear understanding of the job responsibilities, necessary skills, knowledge, and behaviours required. By doing so, you can write a concise job description to attract the right target audience and candidates. The goal is to appeal to the right candidates while also ensuring that the role is a suitable fit for them.

As well as having a clear job advert you also need to have knowledge of the role itself, so when you are speaking to candidates you can provide them with the information they need to determine if the position is a good match for them. Having a clear job specification and a good understanding of the job role will help you attract the best candidates for the role.

2. Use multiple platforms to advertise the job: It’s always a good idea to utilise all platforms available to you, including social media, job boards, and job posting platforms. This way you can broaden your reach and connect with a larger pool of candidates.

3. Review CVs carefully: To save time and filter out unsuitable candidates, it's important to thoroughly review their CVs when they apply. Pay attention to their work experience, qualifications, and attention to detail, as these factors can give you a good indication of their suitability for the role.

It is important to approach reviewing CVs with an open mind and be aware of any unconscious biases. If a candidate has relevant qualifications, work experience, and valuable information, it is a good idea to reach out and have a conversation with them to assess their suitability for the role. This will also provide an opportunity to evaluate their soft skills and get to know them better.

4. Screen candidates carefully: When speaking with a candidate it’s important to learn more about them to determine if they would be a good fit for the company culture. It's good to understand their aspirations, motivations and gather information about their experience. To encourage the candidate to feel at ease and provide more detailed responses, pose open-ended and probing questions. Additionally, closed-ended questions can be used to clarify and confirm information.

5. Conduct thorough interviews: When interviewing candidates ensure you have well-prepared questions that can accurately evaluate their skills and personality. Consider using scenario-based questions that can help you gauge how they might handle certain situations. Be sure to ask open-ended and probing questions that make the candidate feel at ease and allow them to showcase their strengths. In the current candidate-led market, employers should demonstrate the benefits they can offer to potential employees. It is good to showcase why the company is a desirable place to work.

6. Speed up the recruitment process: Speeding up the shortlisting and interviewing process is key. It's important to act quickly on strong candidates to avoid missing out on hiring them. Once you've reviewed a CV and determined a candidate is suitable, promptly schedule an interview with them. Aim to make decisions promptly after conducting interviews, as candidates may be offered other jobs during the waiting period.