Just rely on a proven effective way to find candidates: rest assured with your pillow elevated
I used to believe this and apply only one method of recruiting for all positions. But the truth is that depending on just one recruiting method, even if it has worked in the past, can reduce the number and quality of candidates and consume more time.
After waiting for a long time without finding candidates, if there were, they left early even after just a few days of probation and the pressure of "asking" from the boss every day, I began to combine many methods. Recruitment includes posting information on recruitment sites and social networks as well as encouraging employee referrals. For roles that require high expertise, an effective solution is to rely on a professional headhunter service. Each method has its own advantages and with a lot of support, recruitment efficiency is significantly improved. Although costs have increased, this investment is completely worth it.
Difficult to compete with other businesses with higher salaries
When hearing complaints, "Why has it taken so long to find someone?" The reason immediately appeared in my mind: "Maybe the salary the company offers is lower than other businesses. Who wouldn't like a higher salary in the same position?
But the reality is that candidates consider many factors when deciding whether to accept a job offer. They are not only attracted by salary, but also bonuses, commissions and special incentives. Due to circumstances, many people also want to find an environment with comfortable working hours or the ability to work remotely a few days a month. I know many companies allow employees to start their workday later than usual, maybe 9am or 10am as long as they work 8 hours a day. When asked, we found out that more than 70% of employees applied to the company largely because of this difference. So, if you can't pay the highest salary to "attract" candidates, don't be discouraged.
Candidates who were successful in the past will always be successful in the future
Often, past successes can mean a bright future, but that's not always the case. I have seen many eye-catching CVs full of achievements and awards. But behind that allure that makes people fall in love lies the harsh truth: the candidate is simply lucky to be a member of an excellent team. Therefore, before being happy about "catching gold", ask the question whether the candidate has real talent or is simply lucky and enjoys the success of others.
One heart towards "A-list stars"
In HR discussions, there are many mentions of only looking for “A” candidates – those who are extremely productive, intelligent, and have great communication skills.
But one thing people forget is that not every company and every position is suitable for elite candidates. I have been fortunate to work with many of them and they often have big ambitions and big dreams. They are always looking for advancement, competing to progress and want their efforts to be rewarded. Can the job and company satisfy these aspirations of the "superstars"? If the answer is no, they will never apply, but if you convince them, you won't retain them in the long run.
Instead of outstanding individuals, I would look for someone who is a solid contributor: can do the job well, is satisfied with the position for several years, is trustworthy and has a sense of responsibility. From these you can see that I focus on employee retention, right? Yes, because I think a company of superstars can produce great results in a short period of time, but business is a long-term marathon. A company with too many excellent people can face difficulties if they leave at the wrong time.
You should only hire "copies" of yourself
Finally, a point of view that I think is very wrong when recruiting is that you should only prioritize your own "copies". Although choosing people with the same strengths and similar thoughts will help the team work well together, these benefits still do not convince me because there is a huge disadvantage of this approach: hindering change. new. Without innovation, it is very difficult for a company to survive.
Many people fear that “Someone who thinks differently is bringing something that hasn't been done before, that won't fit with the rest of the team” but that's okay – that's when innovation is great. great will happen. We need to hire people who can overcome the team's weaknesses. When we do that, we will gain novel approaches and more creative problem solving.
At the end of the article, I just want to say: The more open we are in the recruitment process, the more likely we are to find good employees who can grow with the company and help themselves continuously improve. Focus on the candidate instead of rigid rules because they can become misconceptions that hinder a smooth recruitment process.
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