In today's fast-paced labor market, we are all on a hunt for the perfect candidate - employers, hiring managers, and recruiters. To do that, we use all communication channels available - job postings, seeking recommendations and the good old method, called 'word of mouth'. It is quite a challenge to find a candidate that has the expertise, soft skills and simply carries the right vibe that will fit both the team and the corporate culture.

So, here’s a useful guide to help you find out if a certain candidate is the perfect match for your placement.

1. Use the “unique company culture” benefit


First, let’s clear out something: a strong company culture is not a cool office, amazing team buildings and parties. This would make an impression on the inexperienced candidates and the ones that don’t consider career growth their priority.

A good company culture is valuable for the employees if it brings more engagement, growth opportunities, respect, and most importantly - a shared vision for the future.

So, if we go the extra mile to explain why a company is an awesome place to work, the right candidates will start approaching it themselves, because they can identify the perfect place for them.

Think of the culture as a big brand like Apple for example. It stands for simplicity and premium experience. If you describe the company's culture, everyone will want to join and it will be easier for you to select the right talents.

2. Consider the personal brand
It has happened to almost anyone involved in HR to find the perfect candidate on paper, but then this person gets rejected after a meeting with the employer, because of their behavior and the way they appear in the eyes of others, i.e. because of their brand.

To avoid this and save your time, it is best to review the positioning of a person on social networks from the very beginning of your communication. And yes, this includes all kinds of social networks - not only Facebook, but also Instagram, Twitter and Tik Tok. So, check all of them. The profile picture, nickname, comments, interests andposts can tell you a lot about a candidate’s personality & valuable psychological aspects of it.

Of course, when reviewing profiles as recruiters we should not let our personal preferences affect our choice, taking into account only hard data that we collectedabout a candidate’s personal brand.

3. SEO
Perfect case scenario, we don't look for candidates, instead candidates look for us. However, in order to achieve this, we need to work on both presenting our job ads in an attractive way and also on making them easier to find in search engines.

Let's start with selecting the right words for our job ads. For page titles: use effective terms for SEO purposes. For example, instead of “mentor”, choose “consultant” - it's way more recognizable for Google/ Yahoo.

For optimal SEO performance of the job ad choose the meta description carefully: these are about 200 words under the headline so make sure they are SEO-term-packed & attention-grabbing.

Bonus tip: Try the demo version of nPloy to see how easy it is to find millennials on the platform. 95% of the nPloy partner companies observe and share the same opinion - higher efficiency at a much lower cost.

Last but not least, we will be interested to know what strategy you use to find candidates.

You might also like our article for: 5 tips for a successful career in recruitment

Good luck with your placements!