Where and How to Find the Perfect Prospective Employee

Hiring the best people is very critical for an organization to continue flourishing.

It makes up one of the largest costs in a business—around 15% of all human resource spending—due to salaries, benefits, and taxes. The Society for Human Resource Management estimates that’s worth $4,129 per hire.

Because of this huge investment, leaders pick out exceptional candidates to earn a higher financial return from their expertise and efforts over time.

Finding Quality Job Seekers – Polish Your Advert First

Most human resource or talent management leaders search outside their companies to fill vacated or new positions, compared to 28% who said they look for such candidates within their organizations.

If you belong to the team on top of the hiring process, you know that you’ll have to compete with other employers wherever you make your job posting. Your job ad therefore becomes the job seeker’s first contact with your organization.

Make sure that you:

  1. Have a concise job title.
  2. Specify your location.
  3. Introduce your company and employer value proposition, including benefits.
  4. Provide full, clear, and honest details about the job vacancy – qualifications, behavioral requirements, and so on.
  5. Clarify your application process.

Choosing Where to Post Your Job Ads

Employers have a variety of options when deciding where to advertise available job opportunities within their ranks.

Company website

Most organizations have a career page in their official online portals. This is a good way for potential applicants to also take a more in-depth look at your company’s current status, upcoming projects, achievements, and more.

Company’s social media accounts

Eighty-four percent of businesses surveyed by the Society of Human Resource Management said that they use Facebook and other social media platforms for hiring. In some organizations (30%), there are HR personnel hired to focus on social recruiting alone.

Around 82% of companies use social media to seek connections with “passive candidates” or find people who can be tapped by their companies at a future time. These people aren’t actively job-hunting and are usually currently employed elsewhere.

Free or paid online job websites or job boards

You can post on free websites such as Indeed or on paid sites such as Glassdoor, LinkedIn, and Careerbuilder. You can also integrate your company careers page with Google for Jobs, which is also free.

Trade organizations’ online portals

Trade associations for specific occupations are one of the best places to connect with people with the expertise you need. See if you can post your ad on their websites.

Besides online options, you can also do the following:

Ask help from your current workforce.

Your employees might be able to refer you to people they know who they’d want to work with. Moreover, you can approach your best hires and ask them how they found your company.

Referrals can fill a vacancy within 29 days, down from the 39-55 days via career websites.

Touch base with colleges or universities.

Check out the university or college nearest you and ask if they have any existing cooperative training program or job fairs you can participate in.

Distribute flyers in places where employees hang out.

Know the favorite hangout spots of the professionals you are looking for and station hiring team personnel to distribute flyers there.

How to Find the Best Job Applicants


1. Make a checklist.

Jot down the experiences, qualifications, qualities, and skills that you want to see in potential candidates.

Use these points as you review their resumes and conduct interviews.

2. Thoroughly check the application.

Job seekers who are serious about bagging the available position often submit an interesting and personalized cover letter along with their resume. They also call or email your company after a week to check on their application.

3. Make them fill out a job candidate evaluation form.

The form can help you decide what interview questions to ask applicants for a particular role.

4. Ask line staff and managers of the department to take part in the screening and selection.

They are in the best position to provide the input needed in evaluating applicants for the position.

5. Hold a pre-screen interview.

You can ask basic questions over the phone, such as qualifications and salary expectations, before inviting the candidate to a face-to-face interview.

During the interview:

1. Read their body language.

The candidates’ eye contact, handshakes, gestures, and arm movements will give insights into their interest in the job, their personality, and how they’re feeling.

2. Ask strategic questions.

Customize your questions according to the position and write them out. Questions should include success factors, decision-making or problem-solving, and attitude toward failure or weaknesses. For example:

  • Ask “Can you describe to me the best job you had so far?” and “Tell me about your ideal working environment.” This will help you gauge what the candidates like to do in comparison to the job you’re offering them in your company.
  • Ask them to tell you how they feel about their past employers. If applicants badmouth or sound indifferent about their previous workplace, they likely had the same attitude while they were still there.
  • Ask them to tell you about a time when they made a costly mistake. Let them describe how the problem was resolved and how they felt after. This will reveal whether they can accept and learn from failure or if they shift blame instead.
  • Ask “What’s more important to you: having a good relationship with your co-workers or delivering on your tasks?” The interviewees’ answers will reveal if they’re good at customer service or team collaboration.
  • If you’re hiring for a leadership position, you can ask other questions such as: “How would you talk to a subordinate who questions or opposes your decision?” or “What would you do to make sure your teammates meet their deadlines?”
  • Ask them what they’re passionate about and listen so you will discover what makes them tick.

3. Incorporate tests to your screening process.

Depending on the position they are applying for, give a practical exam to your candidates. For instance, for a sales executive position, ask applicants to make a sales pitch.

For a proofreader, make them edit a document. For a project manager, let them write a project plan or comment on an existing project outline. For a web designer role, ask applicants to design a landing page.

4. Keep tabs on the question they ask.

Check for indications of enthusiasm about the role they’re applying for, how they diagnose problems, and look forward to new continuous career development.


1. Check the applicants’ references.

If you can contact their previous employers, find out how the person conducted their work, how they evaluate the person’s job performance, if they would rehire this person if an opportunity comes up.

2. Get comments from people who weren’t part of the interview.

Ask your front-desk employee and other colleagues for feedback if they were able to interact with the candidate outside the interview.

3. Give value to diversity.

Think of how your new hire can challenge others or bring new ideas to the company and prevent the workforce from slipping into the comfort zone.

Your best hires won’t necessarily be the candidates with the best-looking resumes or best answers during the interview. But carefully planning your selection and interview process will help you decide the best candidate for the job.