- Define the role you are hiring for.
- Performance goals.
- Identify tasks that support each performance goal.
- Focus on a specific skill that will make your hiring brilliant.
(performance goals – key tasks – desired skills)
- Develop a career page on your website.
- Settle your LinkedIn career page and your company page on LinkedIn.
- Tell a job story that reveals that your company or team is really great.
- Send your vacancies through email to your network like (recruiters – past employees – public figures) do not depend on social media only.
- Two channels on LinkedIn 1- LinkedIn us ads. 2- LinkedIn elevate.
- Send in mails for your potential candidates through searching by LinkedIn.
- Save templates for the messages and keep them short to save time.
- Be aware of the first impression because it lasts.
- Interview with a purpose
- Opening questions (what are you looking for in this job? With this one it’s important to pay attention to what they want, and assess whether the role and company can deliver on their particular needs.
- What attracted you to the company? This question allows you to determine how much research the candidate did beforehand.
- How could you match between your skills and the job tasks?
- Can you share a story about anything that speaks to your values as a person?
- What’s one thing you like about your current or last manager? One thing you would change?
- What are the most interesting things about you that are not found on your resume?
- Tell me about the last time something significant didn’t go according to plan at work? What was your role? What was the outcome?
- Tell me about a time when you needed to make a firm decision without firm data to back up the decision. How did you handle it?
- How did you overcome your challenges?
Through those questions you evaluate three main aspects:
- Core qualifications related to the job.
- Culture add.
- Leadership skills.