First-time employers often struggle to find the right candidates for their positions. Talent acquisition is no easy task, and it requires strong recruitment skills, as well as a clear job description to begin the process with. Business owners who don’t have this experience and attempt to go it alone, often end up losing time and money. And worse, often end up hiring the wrong candidates who put the company at risk.

But, what if we were to tell you that you could save yourself stress by being narrowing your aim? Instead of treating this as a case of luck, why not consider approaching the process like a matchmaker? After all, finding a candidate who falls in love with the job you’re hiring for is your best bet at success. And, this will increase your chances of a lasting relationship rather than another “fling.” But, how exactly are you meant to ensure Cupid shoots his arrow at your potential employees?

Let’s explore a few possibilities to assist with your recruitment efforts.

Opt for specialist job searches

While it does not work for all, many employers approach advertisement as a ‘more is better’ matter. With that attitude, it makes sense to advertise using generalized job searches. This tactic ensures maximum applicants, and thus allow you to pick the good from the bad. It may be logical, but this isn’t the best way to go about things. Instead, appeal to a smaller pool who have the skills you’re seeking. Instead of using a search engine covering many jobs, advertise on one specific to your industry. For instance, there are sites out there who focus on administrative jobs. Sites like Hansen Agri-Placement, for example, would be ideal for those seeking agricultural workers. If that is your target audience, head to their ‘contact us’ page, and let them know what your job openings are. Knowing what resources will produce the better candidate pool for your open positions will save you from having to sift through endless applicants, and, it can bring you closer to identifying your perfect match.

Nail your job description

Many employers only give brief descriptions of their roles; however, you could do with strengthening your recruitment efforts by making yours as detailed as possible. Ensure that you include all necessary information into You could even break the position into tasks with a bullet list. Ensuring applicants know what the job entails can help you get the best out of your team. A thoroughly-written job description is helpful during the interview process as well as post-employment. It’ll undoubtedly prevent unpleasant surprises for you or them once they start working for you.

Ask the right questions

If you require specific skills, it’s worth asking precise interview questions. You might want to avoid the standard ‘why do you want to work for this company?’ in place of something more definitive. For instance, you could ask when your potential new employee questions about specific programs they will be required to use. During the recruitment process, asking questions that are directly related to the job will help you judge whether this is a good match beyond a candidate’s resume. In some ways, it’s worth thinking of your interviews as speed-dating. When you have multiple projects going on and a multitude of deadlines to me, you only have a set amount of time to judge whether this employee is a soulmate for your business. Make every moment count. Get creative when the traditional tried and true methods aren’t working. However realize that the employment relationship, especially in a small business will have the potential to have an impact not only on your business but your professional life as well.

*Collaborative post