Finding the people to make your Dream Team come true recruitment in the modern age

Nowadays, when you set about looking for new recruits for your team, you are searching in a radically different environment than you would have been 50 years ago. The internet has transformed the task of finding new people to bring into your business or organisation.

You can post a job availability online and applications will flood in from all over the place as your page gets flooded with people hunting through recruitment websites on the web. 

Of course, quantity does not necessarily mean quality, and if you’ve only got one job opening, it doesn’t matter how many applications you get, all you need is the right one. Sometimes, then, whilst the digital age gives you your pick of the bunch, sifting through that bunch can be a tedious task. Considering a great team is the making of a great organisation, though, it is worth going to the trouble of finding those ideal candidates, so how can you do this effectively in this day and age?

 

Reverse networking

Networking is usually associated with seeking out a job, rather than seeking out a candidate, but why not make use of your contacts, be that close friends or simply acquaintances that you have come across in your line of work? Ask them if they know anyone who would suit the position. This gives you candidates who have been personally recommended not just by a reference on a CV, but by somebody whose opinion you respect and value. You never know who might be one phone call to an old colleague away.

 

Using LinkedIn effectively

LinkedIn is a great tool for getting to know your candidate’s qualifications and experience, but also for having a look through their connections, and seeing if you can gain a picture from looking over and speaking to their contacts to gain a more filled out picture of your possible recruit. LinkedIn also does actually offer customised filters to help you find recruits and pinpoint those people who fit the bill in a fairly specialised way. It’s worth having a go with it, particularly for the purposes of saving your time.

 

More heads are better than your just your head

Yes, you’re the leader, but your team will provide insights into a person’s suitability that you may miss. After all, they are the ones who work for you and as a part of your team, you may not realise the things which your team think are necessary to work well within the organisation on the ground. If nothing else, including other people in the hiring process will give you a sounding board for your own deliberations; speaking to someone else always helps to clarify your own thought process, and saying something out loud might make you realise something that you wouldn’t otherwise have seen.

It’s also important to realise the sort of culture of ownership that this builds for both your existing team and the new member who comes in. Opinions are valued and voices are heard, and you demonstrate that you care about how the dynamics of the team are affected when somebody new is introduced.

 

It takes more than a good candidate to make a great interview

Interviews cannot be blagged. You might think that you would know instinctively what sort of questions to ask during the process, but good interviewing takes practice and preparation – you are just as likely to blank or forget to ask something during the interview if you are unprepared as the interviewee is. Be intentional and selective in your questioning. Ask yourself, what do I need to come away from this interview knowing about this person? It is often better to have multiple interview stages based on specific requirements than to try to do one interview which is broad and vague, and leaves you with a wide knowledge of the applicant but no deep insights into their suitability.

 

Know what other offers are out there

It sounds obvious, but make sure you’re clear on the sort of pay you should be offering according to the other similar offers that are out there on the job market. If you find a candidate you love, then don’t take it for granted that you are not competing with another organisation for their acceptance.

Recruiting your leadership team is too important to outsource to someone else. Getting to grips with these ideas and principles will help you to go through the recruiting process efficiently and effectively, and you will not only come away with a good candidate but more developed leadership skills in discerning what is best for your vision, your team, and the individuals which make it up.

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  • Guest (Mary Lee)

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  • Guest (Michael jenkins)

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