Small businesses are an essential part of the American economy, and they need employees to grow. When small businesses can’t find the employees they need, it hurts the economy. It can even cause them to get bankrupt!
On average, a corporate job can attract 250 resumes. That’s a lot of potential employees, but not every applicant is meant for the job, and it’s up to your company to sort them out.
Sorting out the right employees can be a daunting task, but it’s essential to take the time to do it. After all, your company’s success depends on it! Here are five strategies to help you choose the most talented applicants:
Define the position
The first step in choosing the right applicant is to define the position. It’s an essential thing you can do to ensure that suitable applicants apply for the right job. You can specify the position by creating a job posting that includes the job title, duties, qualifications, and salary.
You can also use this opportunity to explain your company’s culture and what you’re looking for in an employee. By stating the different necessities for a position, you weed out applicants who aren’t a good fit for your company. Unfortunately, many companies tend to forget about this, which can cost them dearly in the long run.
Research the applicants
Once you’ve defined the position, it’s time to research the applicants. This can be done by looking at their resumes, cover letters, and online profiles. You should also look for any red flags that indicate that an applicant is not a good fit for the job. For example, if an applicant has a lot of job-hopping on their resume, they might not be a good fit for a position that requires loyalty.
You can also research the applicants by conducting background checks and reference checks. This will help you confirm that the information on their resumes is accurate and that they’re not hiding anything from you.
Some applications can help you out with this. Some of this software include Jobvite, Greenhouse, and ApplicantStack.
The next step is to screen resumes. This is where you’ll start to narrow down the pool of applicants. Start by looking for red flags, such as gaps in employment or lack of relevant experience. Then, take a closer look at the qualifications and skills listed on each resume. Ensure that the applicants have the skills and qualifications you’re looking for.
You can also use this opportunity to eliminate applicants who don’t meet your minimum qualifications. For example, if you require a college degree for the position, you can eliminate applicants who don’t have one.
Once you’ve done your research, it’s time to conduct interviews. Through interviews, you’ll be able to get to know the applicants better and see if they’re a good fit for the job.
You should prepare questions in advance to get the most out of the interviews. For example, ask about the applicant’s experience, qualifications, and skills. You should also ask about their goals and what they’re looking for in a job.
After the interview, take some time to evaluate each applicant. Consider their answers to your questions, body language, and overall demeanor. It will help you decide who to hire. If you’re looking for some help in doing this, you can use a tool like HireVue. HireVue is an AI-powered video interview platform that can help you evaluate an applicant’s nonverbal cues.
In HR, conducting testing is crucial for finding the right talent. You should consider giving many tests, such as aptitude tests and IQ tests, but nothing comes close to personality tests for employment. However, a list of personality tests can help determine if an applicant is a right fit. Here are some of them:
Make sure to choose the proper test for the job. Not all tests are created equal, and some might be more helpful than others, depending on the position.
These are just a few strategies to choose suitable applicants for your small business. Taking the time to find the right employees will pay off in the long run, so don’t hesitate to invest the time and resources into it. Good luck!