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5 Overlooked Steps for Hiring Top Talent

Discover the 5 overlooked steps to hiring top talent and building a successful team with our expert guide

Write Your Job Description Like An Ad

Think about when you buy products

The McDonalds Ad with a juicy burger or an Apple billboard with the sleek design.

Hiring for a role is no different. Human psychology is the same. That's why when creating a job description, you should think of it as an advertisement for your company and the role you are hiring for. Highlight your unique selling points benefits of working with you.

Use copywriting skills in your JD to attract top talent and clearly communicate the responsibilities, qualifications, and expectations for the position.

Make sure to include information about your company culture, values, and any perks or benefits that set you apart from other employers.

Keep the job description concise, engaging, and easy to read. Your goal is to get candidates to apply!

Utilizing Multiple Recruitment Channels

Don't limit your recruitment efforts to just one channel.

LinkedIn is often king here. But utilizing multiple platforms and channels will help you reach a wider pool of candidates.

Post your job openings on popular job boards, industry-specific websites, and social media platforms.

Consider partnering with recruitment agencies or attending job fairs to connect with potential candidates.

Leverage your existing network and encourage employee referrals. Word-of-mouth recommendations can often lead to high-quality candidates.

Experiment with different recruitment channels and track the success rate of each to identify which ones yield the best results for your company.

Build A Hiring Rubric

A hiring rubric is a structured evaluation tool that helps you objectively assess candidates skills, qualifications, and fit for the role.

This helps you sift through dozens of candidates that all seem great, but finding the one that aligns most with what you need for the job today is critical. Define the key criteria you are looking for in a candidate and assign a weighting to each criteria.

During the screening process, use the rubric to evaluate each candidate consistently and transparently.

Consider including both technical and soft skills in your rubric to ensure a well-rounded assessment.

By using a hiring rubric, you can ensure a fair and consistent evaluation process and make more informed hiring decisions.

Build A Structured Interview Process

Having a structured interview process helps ensure that all candidates are evaluated fairly and consistently.

Create a list of standardized interview questions that are tailored to the specific role and competencies you are assessing.

Train your interviewers on how to conduct the interviews and evaluate candidates based on predefined criteria.

Consider using behavioral-based interview questions to assess candidates' past experiences and how they would handle certain situations.

Take notes during the interviews to help with the evaluation process and compare candidates later.

By having a structured interview process, you can gather more meaningful insights and make better-informed decisions.

Get A Work Sample

Requesting a work sample from candidates can provide valuable insights into their skills and abilities.

For copywriters this can mean previous scripts or pages they've written. For account managers, presenting them with hypothetical client scenarios and seeing how they'd respond is helpful. Ask final round candidates to submit examples of their work or complete a sample project to understand how they work, not just how they interview.

Work samples can help you gauge candidates' problem-solving abilities, technical skills, and overall fit for the role – and can often separate out candidates dramatically in later stage rounds.

Consider discussing the work samples with the candidates during the interview to gain a better understanding of their thought process and decision-making.