Are you struggling to find the right employees for your organization? Maybe the people applying for your role don’t have the right qualifications. Perhaps you’ve even made a few hires that haven’t worked out as planned or hoped. Or even worse, you just can’t attract any talent at all. Finding the right fit for your team might sound difficult, but it can be made easier with the tips below.

1. Use unbiased approaches to evaluating resumes

When you’re looking to hire someone for your organization, the first thing you’ll come across is their resume. Looking for a polished, well-written resume is the first step in narrowing down candidates, but ensure you’re taking an unbiased approach. Unconscious biases can affect how we narrow down the candidates, conduct interviews, ask follow-up questions, and our final selections, and can result in missing out on great candidates or even unlawful practices. Try implementing these strategies to remove bias in the hiring process:

  • Have a diverse hiring team to allow for varying perspectives.
  • Create a clear and detailed job description that includes neutral language.
  • Broaden where you advertise open positions to expand your talent pool.
  • Have a structured interview process—ask all candidates the same interview questions to ensure all candidates receive a consistent interview.
  • Use a predetermined evaluation criteria to ensure all candidates are evaluated fairly.
  • Be self-aware of biases you might have and do your best to keep them out of the decision process.

2. Ask your connections

Networking can go both ways! When looking for an employee, it can be useful to ask your connections for recommendations. Make sure you’re staying active on LinkedIn, it can be a great way to connect with future employees.

As we slowly return to in-person networking, make sure you’re fully stocked up on business cards, polish up your conversational skills, and be sure to work the “room,” whether it’s a real one or a videoconferencing breakout session.

3. Check out candidates’ social media accounts

Social media is a mainstay in our world and it’s rare to hire a candidate that doesn’t have a social presence. Checking your candidates’ social media accounts before an interview can ensure that you don’t miss any red flags that might deter you from hiring them, but again, make sure any unconscious biases don’t creep in here. People should be allowed to express themselves on social media in ways that are true to them, but keep an eye out for anything that could potentially violate your organization’s code of conduct.

4. Ensure candidates are knowledgeable about the area they’re hoping to work in

If you’re working in the hospitality industry, it’s important to be knowledgeable about the area that you’re in. If you’re hoping to hire for a luxury hotel in a tourist destination, you’ll want to ensure that your candidates are knowledgeable about the climate, entertainment, activities, and have recommendations for guests.

When a candidate does their homework on the job they’re hoping to land, it usually means they’re going above and beyond—make sure to give them a second look!

5. Use a recruiter to find the right candidate for you

Sifting through a sea of candidates can be a difficult and time-consuming job. When you hire Svensen Neighbour Recruiting, we use evidence-based practices and assessments to find the right employee for your specific organization based on your specific requirements, not someone else’s.