Save time finding the talent you deserve.
Finding top talent doesn't have to be complicated. Follow these simple suggestions to maximise your chances of finding the one you want.
Before jumping into the recruitment process, ensure you have a clear plan of action. Set dates for all the key procedural check points and put aside time to read applications and interview candidates. If there are any significant delays, or if you appear to be disorganised, you’ll risk losing top talent.
How you write the job listing plays a major part in determining the quality of applicants you’ll receive. To minimise the number of junk applications, we suggest noting the job’s minimum requirements, such as relevant certification and years of industry experience.
Make sure the job listing clearly points out the benefits of working at your organisation. Your workplace culture, training, career-progression opportunities and employee incentives are all factors that may contribute to an applicant deciding to apply.
For highly skilled jobs, ask candidates to respond to the job listing’s key selection criteria via an additional attachment, or in their cover letter. That way you’ll filter out lazy or unqualified candidates. For senior manager roles, this is considered industry best practice.
Those already engaged with your brand are more likely to take an interest in it than those who aren’t, so share the job listing across your social-media channels. We also suggest sharing it with key industry contacts and associations. You might receive some quality recommendations.
Niche job boards will give your listing more precise market penetration than generalist platforms. Use Scout Jobs if your business is in hospitality, retail, media, design or marketing.
