Many people think the terms recruitment and talent acquisition are the same, but companies who look at the bigger picture know that there is a difference between the two. Recruiting is merely filling vacancies, but talent acquisition is an ongoing strategy for finding specialists, executives, or future leaders for your company. Recruitment usually focuses on long-term workforce planning and finding suitable candidates for positions that require very specific skills.

The recruitment process is certainly not easy. Doing it the right and the best way is how you can catch the best fish in the sea of many. Surely, you don’t want to waste time, effort, and resources by choosing the less suitable people for the jobs you offer, and you don't want to waste anyone else's too. Here are a few tips on how to recruit the right people.

‍

Tip #1: Awareness

Before anything else, you must determine what your company is all about. You need to understand your hiring needs, your candidate persona, and your employee value proposition. Knowing your candidate persona will help you define the qualifications you need for the people you want to build your company with. Know what attitudes, mindset, skills, and goals you need them to have. Know your company's values, vision, and mission by heart. This is what you'll need from the beginning until the end of the recruitment process.

‍

Tip #2: Specification

Wherever you promote your job opening, make sure that you give complete, correct, and specific information. Don't give vague and confusing details. Answer all possible questions of job seekers like the degree finished required, job responsibilities, personality traits, working hours, benefits, location, and salary range. Be specific as this will help you eliminate candidates who are not a good fit for your company.

‍

Tip #3: Tests and Assessments

You can see skills test results from job websites, but it's a different thing if they do hands-on tests during the interview process. Tests could be written, virtual or verbal. Give clear instructions and indicate an expected finishing time, but don't put so much pressure on them.

‍

Tip #4: Communication

Proper communication with applicants is extremely important and necessary to recruit the right people. Keep in touch with the job candidates at every stage of recruitment. Confirming the receipt of their application and that you are currently reviewing it is a big thing for job seekers waiting for responses.

Immediately inform them of additional requirements, and let them know how long it will take for you to get back to them at every recruitment phase. Don't leave them hanging. Communicating well with them is a good impression of your company regardless of whether they end up being hired. Try not to use generic messages for all your candidates.

‍

Tip #5: Value Time

Job application and recruitment both require a long time. Companies in need of people constantly check their emails, websites, or job posts for applications regularly even when they didn't post a job opening.

Don't take too long to inform candidates that you want to have a career discussion with them. Don't take too long to tell them that the position is already closed. Don't take too long to reject or accept them. Competition for the best talent is intense. All these companies have the same goal: recruit the best people for their companies. Don't be too fast to avoid reckless choices, but don't be too slow to avoid missing out on the good ones.

‍

In Conclusion

Spotting talent isn't that tough, you just have to figure out means to source these talents and then start chatting with people. To get great talent is a pretty time-intensive act, which is why people hire headhunters. Honestly, you can typically spot your best candidates within the first 10 minutes of the interview process. When it comes to narrowing down team, culture fit, that's when you're going to have to start asking behavioral questions and figuring out what truly makes them tick.

When it comes to hiring, we need to not only fill the vacancies in the company but also aim to introduce effective people who can help fill in the weaknesses and strengthen them. Proper recruitment means getting the best people for the company and the best jobs for potential employees.

‍

‍