We have all heard the age-old saying, “quality over quantity.” And perhaps there is no time that this is more applicable than when it comes to recruiting. Who cares if you have a hundred applications? Or even a thousand! If every candidate is unqualified, then all you really have is a giant waste of time on your hands.

Your goal – and everyone who works in HR’s goal – should be to review fewer applicants. Only the best. By removing the sub-par candidates, you can focus your time and energy on individuals who would truly be a welcome addition to your team.

In this article, we will be focusing on some of the steps that you can take to ensure that you are getting the highest quality job candidates.

Write a clear job posting

There are lots of little mistakes that people make when posting job openings, the biggest is being overly vague. Make sure that you are clearly listing the responsibilities and experience required. Let prospective candidates know that their applications will not be considered unless they meet a certain set of criteria. This will deter unqualified candidates from applying.

Focus on referrals
If you are posting your job openings on big hiring sites like Monster or Indeed, you are likely to get an onslaught of applications, many of which will be unqualified. This is one of the biggest difficulties when it comes to hiring for a position in construction, many people believe that they can just walk onto the job, but far fewer actually have real meaningful work experience.

When you need to fill an open position, instead of immediately heading over to the job boards, consider asking your inner circle for a referral. Reach out to your star employees, and other colleagues whose judgment you respect. By doing so, you will not only cut down on the number of applications you have to review, but you will also have an immediate connection if there does seem to be a good fit.

Bring in the professionals

But here is the thing: someone can seem like a qualified candidate on paper, they might even do great in the interview process, but you are always taking a risk. Consider using a hiring agency that has real experience determining who can actually “walk the walk.” A temp agency is also a great way to test someone out to see if they would be a good fit for the long run. And remember, you should always conduct a thorough background check.”


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