The Doepker Group is pleased to announce a series of blog posts for both employers and job seekers in the employment marketplace. This series is called “Back to Basics” and will include various aspects of the recruiting and hiring process.
It’s been over a year since the COVID-19 virus first made an appearance in the United States, and its impact has been and continues to be widespread. But now, as the economic recovery appears to be gaining momentum, this is a good time to address best practices for hiring top talent and for exploring new employment opportunities and growing your career.
There are a lot of factors involved in finding and hiring the right job candidate for your open position, especially since you’re attempting to hire the best candidate possible. Not the perfect candidate, mind you, since the perfect candidate does NOT exist. (No matter how much you think they might.)
Instead, you’re seeking to find a candidate who is perfect for that particular position. And there’s an excellent place to start: the job description itself.
The reason we’re starting with the job description is a logical one. If the candidate you’re seeking has to be able to fulfill the requirements of the position, then the requirements of the position must be comparable to the talent that currently exists in the marketplace.
In other words, the job description must be carefully scrutinized and tough questions have to be asked so that the description does the job it’s supposed to do. And what is that job? It’s to help qualify the candidates that you’re able to source on your own and even the ones that are presented to you if you’re working with a professional recruiter or search consultant.
So the very first step in finding the right candidate—the “perfect” candidate for your position—is to look inward and not outward. By inward, we mean look at the job description and make that the starting point for your talent search.
Specifically, before the search is even started, the job description should be thoroughly analyzed and discussed by all of the individuals who will be involved with the new employee. If this step is overlooked or de-emphasized, the chances that you will attract and land the candidate you’re seeking will be greatly reduced.
We all know that a great employer-employee relationship is like any other relationship. If you don’t know what you want and/or what you’re looking for, then you probably aren’t going to find it, no matter how hard you try.
And in our next blog post in this series for employers, we’re going to take a look at some of the important questions that you should ask in regards to the job description.
If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.
We also invite you to click HERE to find out even more about the many services that we offer to employers.