Finding talented people is one of the most important things any company can do, and having an expert team ensures a company’s success, right?

Whether you want to build a strong team, improve productivity or gain a competitive advantage, having talented people is essential. But how do you find those people? In this article, we will guide you through 10 steps that will help you find and attract the most talented people.

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Step 1: Define your requirements

The first step in finding talented people is to define your requirements. This means taking the time to identify the skills, experience, and qualities you are looking for in a candidate. These may be basic skills or knowledge that a candidate needs to excel in the company.

In the world of recruiting, a company looks for two types of skills. Soft skills and hard skills. The difference between them is that soft skills are a person’s qualities, such as time management, communication, and leadership. On the other hand, hard skills are developed for a specific technique, such as graphic design and data analysis.

This will help you create a more specific job description and attract the right people.

Step 2: Leverage online job boards.

Job portals such as LinkedIn, Indeed, and Glassdoor offer many resources for finding talented individuals. These platforms allow you to post job openings and search through a pool of potential candidates based on their qualifications and skills.

Include relevant keywords in job postings to attract the right candidates.

Step 3: Use social media

Social media platforms such as Facebook, Twitter, Instagram, and Tik Tok can also be powerful tools for finding talented people. Consider posting job openings on your company’s social media accounts and encourage your followers to share the post.

You can also use social media as a research tool for potential candidates.

Step 4: Attend networking events

One of the most effective ways to meet talent is at events related to your company’s industry. You will meet many people interested in taking their work to another level there. You will be amazed because not only will you find talent, you will find many ways to grow your business.

This can help you build a strong network of contacts and identify people who may be a good fit for your organization.

Step 5: Employee Referrals

Your current employees can be valuable resources for finding talented people. Encourage your team members to refer candidates they know who may be a good fit for open positions.

Offer incentives such as bonuses or extra vacation days for successful referrals to help motivate your team members to participate.

Step 6: Work with recruitment agencies

These agencies can help you identify qualified candidates and perform the initial screening and interviewing on your behalf.

This can save you time and help you identify candidates who fit your organization well.

It all depends on your needs. If your company is starting, it can be a good tool. The process you choose should have your essence and what you need to get what you are looking for.

Step 7: Telephone or Video Call Interviews

Once you have identified potential candidates, consider conducting phone or video interviews to narrow down the pool of candidates.

This will be the first filter to find the desired candidate. It can be a lengthy process, as finding the right person always takes time. The idea is to have the right questions to save time and find the perfect candidate.

Step 8: Behavioral Interviews

In-person interviews are an essential part of the hiring process. Behavioral interviewing is a popular technique that asks candidates to describe specific situations they have faced and how they have handled them.

This can help you assess their problem-solving skills, communication skills, and fit with the organization.

Step 9: Competency Assessment

Skills assessments can assess candidates’ technical skills and ensure they can perform the tasks required for the position.

Consider offering candidates a skills assessment relevant to the position, such as a coding test for a software developer or a writing test for a content marketer.

It works great to give them an application case to develop a presentation for the company. This will help you to observe how he/she performs and the knowledge he/she has.

Step 10: Check references

Before making a job offer, verifying a candidate’s experience and qualifications by checking references is essential.

Contact previous employers, co-workers, and other professional contacts to confirm the candidate’s work history, duties, and performance.

Today you can view all this information on LinkedIn. If you see that your candidate has this information and more, it means they are very well prepared for the working world. Always ask for your candidate’s LinkedIn profile; you will find some great stuff!

Is there something or someone that can help you with these ten steps without worries?

Yes, yes, and yes! You are in the right place.

If, after reading this, you feel motivated and ready to start with the process of candidate selection, interviews, etc., but you need more time to do it and want to save money. We have the good news to tell you that Intangibles does all ten steps and more!

We invite you to learn a little about what we do and look at the benefits you can have by giving us the opportunity.