It doesn’t matter what for or whom you are recruiting; you should always be searching for the best person for the job. If you’re not looking for the right fit for the job and company, then you’re doing it all wrong. Here’s a good example if you’re a sports fan:
In honor of the MLB playoffs going on right now, let's say you’re a president or general manager of a baseball team and are in charge of recruiting or scouting players for your club. In most cases, the pool of talent you’re recruiting from contains mostly of young players who won’t even reach the majors (if lucky enough) until several years down the road.
That being said, you have to think of several factors before you make a decision to go after, invest in and sign a player for millions of dollars (it’s always wise to think of your candidates as potential investments, because office turnover is expensive and it’s true: they are your company’s investments).
Also, you must think about this because your job is always on the line. As a decision maker, success is always desired and expected from your bosses, fans (in this case, your customers) and players (or employees).
You have to think about success for the long term and what characteristics, skills and qualifications will be required to fulfill your open position, as best as possible.
What factors must you consider during this type of recruiting process? Let’s take a look.
How to identify the best of the lot:
Quality recruiting means thoroughly searching for and evaluating talent. This is a must because if you want excellence from a player (or employee), then you better play your part as well and put forth the effort during the recruiting process. This means mapping out what you want from your future employee, similar to the bullet points you’d find on a descriptive, well-written job description.
Obviously, recruiting a ball player would be a bit different when it comes to job descriptions, but here’s an example of specific, thought-out qualifications and requirements that’d be ideal for a remote Ruby Engineer position at Hireology:Here are some of the things you’ll do on a day-to-day basis with us:
- Ensure that our product remains rooted in our market and that reality keeps pace with theory
- Prototype, test, code, and refactor. Then lather, rinse, and repeat
- Architecture and design reviews, writing user stories, implementing features, writing unit tests, and automating acceptance tests, and helping build our engineering infrastructure
- Collaborate with experienced software engineers to solve challenging problems
- Experience writing applications with Ruby and/or Rails or other modern web frameworks (django, Express, ASP.NET MVC, etc.)
- Experience with OO programming concepts and service-oriented architectures
- Familiar with TDD and testing concepts, and the desire to write high quality code
- Experience with integrating third party APIs
- Comfortable in a modern software engineering environment with distributed source code control, dev/stage/prod release cycle, extensive testing, and continuous deployment
- Fearless about learning new technologies and technical approaches to application development
- Based in the United States
Found your candidates; now what?
Searching for and finding potential qualified talent is only the first step of the bigger picture: signing and hiring your talent. The interview process can take time, but it is just as important the recruiting process if you want to build a success team. Using specific interviewing and testing tools are simple ways that can help you measure your candidates’ full potential.
Recruiting can oftentimes be overlooked by businesses when it comes to evaluating the major contributors to their company’s success. Those who do so often spend an unnecessary amount of money on high turnover, which is also detrimental to any company’s culture and business.
If you’re practicing quality recruiting, then it’ll always be a competitive advantage you can proudly claim for your team or business. Plus, the records will eventually show that you’re on track towards a winning season…or dynasty.
Looking to get the most out of your new hires? Check out our complimentary eBook below for different ways to identify and coach your young employees.