30 Nov Hire the Right Candidate not Any Candidate

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In today’s fast growing industries, a hiring manager might feel overwhelmed by the urgency to fill a position… pronto. Depending on the role, recruiting can turn into a total nightmare. Some roles are saturated with recruiters offering positions to whoever is available. To give you an example, developers have it easy because they can pick from an average of five job offerings even when they are not actively looking for work. A startup company cannot play chance and hire anyone who comes their way and fill most job requirements with probably no experience. It takes a little (or a lot) patience, but in the end what you want for your organization is not quantity but quality.

What you need is a well-organized startup recruitment process where you can sift through only the qualified applicants. If this is your first time hiring someone for a specific role be sure to have a clear definition on who will be a successful candidate. If you have gone through this process before, go back and check your reasons for rejecting past applicants and revise the job posting for those times, it might need editing.

Let your company’s culture show on your job postings. This will give out a clear idea of what it would be like to be part of your team. Add as many details and be explicit, as to what you are looking for on a candidate rather than the generic recruiting ad. Chances are, you will be getting applications from candidates who also share the company’s vision and purpose.

Be sure to let the candidate know of your tight and structured screening and interview process. Set up a quality filter, it can be a test, a case study, a cover letter or even an essay. By self-filtering themselves, the candidates who come to you in the end, will be the ones who see a possibility of working for you. It will save you time from interviewing random candidates who apply at the first job post they see.

Feel free to include the team that will eventually work with the new hire. Include them on the recruiting and interview process. Get their insight and impressions. You will end up with a group of people working successfully under a smooth environment.

Maria Jose Chaves

Maria is an English teacher graduated from the Universidad Hispanoamericana in Costa Rica. She is now a full time technical writer for recruitment startups. An avid reader on all matters technology, marketing and a beauty blogger on the side.