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Mastering the Art of Recruitment: Tips from an Expert

Recruitment can be a daunting process, especially when hundreds of applicants are vying for a position. How do you filter through all the candidates to find the right person who will be a long-term fit for your company? Today, we're diving into the recruitment process with insights from Avery, our superstar recruiter, who has a knack for identifying the perfect candidates for our clients.

Step 1: Define What You’re Looking For

Before you even start the recruitment process, it's crucial to know exactly what you're looking for. Many hiring managers begin with a vague idea of the qualifications they need, only to change their minds once they start meeting candidates. To avoid this, sit down with the hiring manager or someone currently in the role to define the necessary qualifications and the type of personality that will integrate well with the existing team.

Step 2: Cast a Wide Net

Don’t limit your search to a narrow set of qualifications. For example, if you're looking for someone in maintenance, consider both ticketed and non-ticketed candidates. You might find someone without formal qualifications who has extensive experience and a great personality. Meeting a range of candidates helps refine your understanding of what you really need.

Step 3: Multiple Rounds of Interviews

Once you have a pool of candidates, start with a series of interviews focused on qualifications. These initial rounds can be conducted by recruiters, HR, or operations managers. The goal is to narrow down the candidates based on their skills and experience.

Step 4: Bring in the Hiring Manager Early

Incorporate the hiring manager early in the interview process. They know the team dynamics and the specific qualities needed for the role. Their involvement can shorten the recruitment timeline and ensure that the candidates being considered are a good fit from the start.

Step 5: Focus on Personality

After narrowing down candidates based on qualifications, the next step is to assess their personalities. This is often the most important part of selecting the right person. A candidate’s personality should mesh well with the team and the company culture. This can be done through casual meetings rather than formal interviews, allowing the candidate to relax and show their true self.

Step 6: Trust Your Gut

No matter how thorough your recruitment process is, don’t ignore your gut feeling. As a recruitment company, we can provide you with qualified candidates, but the final decision often comes down to intuition. If something feels off about a candidate, it usually is. Trust your instincts—they are often a reliable guide.

Step 7: Create a Comfortable Environment

Set up an environment that allows you to gauge if the candidate is fit for the role. This could mean giving them a tour of the facility, having them meet various team members, or discussing the company’s goals and values. The more comfortable the candidate is, the more accurately you can assess whether they are the right fit.

Step 8: Communicate Clearly

Provide candidates with as much information as possible about the job and the company. Let them know what to expect in the next stages of the interview process. Transparency helps candidates feel more comfortable and makes it easier for them to envision themselves in the role.

By following these steps, you can streamline your recruitment process and increase your chances of finding the perfect candidate for your team.

About Us

If you’re struggling to find the right staff, we can help. CPG Recruitment helps companies across North America find the people they need to succeed. A great business starts with great people. Reach out to us, and let’s discuss how we can help you build the team your business deserves.

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