4 Tips Every Successful Recruiter Needs to Read

No matter how competent of an entrepreneur you are, you simply can’t do everything on your own. Therefore, you will be forced to bring other people in to share some of the responsibility with you or at least handle some of the vital, but menial tasks like production or sales. In order for your business to work like a well-oiled machine, you need two things: a great business structure and capable talent on your side. Here are four tips that every recruiter needs to read in order to recognize a great potential employee.

It all starts with a great job description

The first thing you need to know about hiring millennials, which are currently becoming a significant percentage of the global workforce, is that they are motivated by more than just a paycheck. They also want to know what kind of an impact they will make in their future workplace, so, in order to set their minds at ease and make your business more appealing, you need to make a great job description.

Tell them what they will be responsible for, which skills they will improve in their future workplace and, most importantly, tell them how their role in your company impacts its success. Not only will this make your offer more appealing, but also help people recognize themselves in these roles. This also means that any future recruitment attempt that you make, might have a significantly greater turnout.

Improve your interview skills

While having a solid CV is important, the performance of a potential employee during an interview carries more weight. Start by asking some basics about their history of employment, education and background and then proceed to ask some difficult questions. For instance, you need to ask them why they left their previous job or how they would behave if their superior asked them to do something that clearly violates their own moral code. In this way, you might get to see what makes them tick, as well as check how they perform under pressure.

Set unbiased standards

The major problem with the above-discussed interview-based decisions is that they can sometimes be a bit biased. It is simply in our human nature to like some people more, which might temporarily cloud our judgment. In order to ensure that you are making a rational and not an emotional decision, you need to set some unbiased standards and stick by them as much as you can. One of the ways to do so is getting some HR templates and slightly alter them to fit your own company’s purposes. By handling this paperwork early on, you will be able to restrain yourself much better and stay on the right path every step of the way.

Put performance first

Finally, while it is true that diverse teams show better performance than homogenous ones, you shouldn’t focus too much on the culture fit. Of course, you need teem players and not individual performers, but hiring someone just because you believe they will fit your team’s demographic is definitely not good business practice. Keep in mind that you are forming an efficient team and not organizing a social group, which is why you should value performance above everything else.


At the end of the day, you need to remember that recruiting is a two-way street, which means that while interviewing your future employees, they will also be examining you. In order to give your talent retention efforts a boost, you need to be as welcoming, professional and inspiring as possible. Motivating your employees to give it their best is easy, as long as you can show them that your brand is worth their time and effort. Needless to say, during the recruitment, you are getting the opportunity to make an overwhelmingly strong first impression on your future team-members, which is definitely not something you want to mess up.

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Comment by William Marzullo on January 10, 2018 at 2:30pm

Anyone who has hired an employee, top performer or not, that was a poor environmental/cultural fit will certainly take exception to number four.  First, if a manager's idea of hiring for fit (culture) is driven by a demographic goal, they have already lost. Diversity of thought, background, skill and competency is critical in departmental/team dynamics especially if you can train and develop.

I’ve seen poor fit ruin a top performer.


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