How to Hire Qualified Employees?

How to Hire Qualified Employees?

If employees are insufficiently competent, do not endorse values of the company and create conflicts in the team, it has an extremely negative impact on the atmosphere and performance. For this reason, recruitment of personnel is an essential aspect of operation of every organization. So how can you hire an employee of your dream? Read in the article below.

How to hire an employee that suits you

How to hire an employee that suits you

If you do not want to turn the search for candidates into the endless road to calvary, define the qualities they have to possess. One can roughly divide this step into several stages:

Accurately specify the range of responsibilities of your future employee. Perhaps, you already have the right candidate for the vacant position – one of your colleagues that is dreaming about promotion. It also happens that team members share the responsibilities between themselves and the need for recruiting vanishes.

Specify what criteria you will rely on when taking the decision about recruiting. It is especially important for the companies where several people have to approve candidates. Parameters have to be clear for you to be able to understand straight away whether the applicant suits you. For example, the notion of “communicative” is rather vague. But if you know that you need a candidate that can speak in front of the audience of 50 people, you will find it easier to choose an appropriate person.

When the range of tasks and selection criteria are clear, define what you can offer the candidate. Taking into account all these factors, you can understand what kind of employee you need and where to look for him.

Useful checklist: how to write a job ad correctly

To increase the chances that an interesting candidate pays attention to your company’s job offer, you have to draft the job ad correctly. Here is a small checklist of what you need to specify in the ad’s text:

  1. About the company: business area, figures, location.
  2. Work environment: work conditions, tools, team.
  3. Bonus package: discounts, compensation for mobile communication or travels, accommodation.
  4. Prospects: a possibility for career growth, education, corporate training, a possibility to work with professionals.
  5. Interesting tasks: a new product, entering a new market, complicated projects.
  6. Social package: vacation, sick leaves, bonuses.
  7. Labor compensation: level of wages, bonuses.
  8. Requirements to a candidate: education, skills, experience, etc.

Quick hiring: pros and cons

Quick hiring: pros and cons

In 2017, Amazon retailer purchased Whole Foods store chain. There was a necessity to close around 100,000 vacancies as soon as possible. The company organized one of the largest career fairs ever.

Human resources specialists ran hiring campaigns in 10 cities of the USA simultaneously. To hire the required number of people, thousands of short interviews with candidates were organized. 50% of vacancies were closed on the same day.

The practice is not common in Russia yet: companies are used to viewing hundreds of resumes and interviewing candidates in several stages. The method of hiring people on one day will not suit every company, as it has advantages and disadvantages.


  • a great number of responses to the vacancy – the company can choose from the most active applicants that want to find a job as soon as possible;

  • the pressure on current employees is reduced, as they do not have to fulfil somebody else's responsibilities;

  • shutdown losses are minimal.


  • the method is good not for every vacancy;

  • the risk to make a mistake still exists, but the classical hiring scheme also contains such a probability.

If you want to adopt the practices of western colleagues, adhere to the following rules:

  • Define simple and comprehensible selection criteria in advance. Several minutes are enough to assess a photo and relevancy of work experience, as well as to make sure that there is no record of convictions. This data is sufficient to take a preliminary decision.

  • Hire people that live not far from work if professional skills correspond the vacant position. Such employees will not be late due traffic jams and weather conditions.

  • Conduct the preliminary selection stage during the first phone conversation or correspondence. In such a way, you can get an impression of the applicant’s level, politeness and speed of thinking. If the candidate causes doubt at this stage, move on to the next one.

Looking for employees via a recruiting agency

Looking for employees via a recruiting agency

The hunt for new staff members can be associated with certain difficulties, for example, a narrow area of expertise or a high bar of requirements. In this case, you can turn to a recruiting agency in order to save time. What is the advantage of such a method?

  1. An ideal solution for companies that do not require a standalone HR department. It is more comfortable and beneficial to turn to specialists when needed than to pay salary to in-house specialists.

  2. Trusted agencies excellently orientate in the labor market. Qualified human resources specialists will close the vacancy quicker than you would do it on your own.

  3. Candidates, whose information is on the database, are checked for the correspondence of their personal and professional traits with the wanted position.

  4. Agencies have the needed resources to search for narrow specialists, executives, and highly qualified personnel.

  5. The employer participates only in the final stages of the selection and specialists of the recruiting agency filter candidates from the start. They verify the authenticity of information specified in the resume and organize personal meetings with candidates. These stages take the most of effort and time.

  6. Hunting for specialists via an agency is a possibility to hide information about the company partially. In case you have no possibility to make data publicly available, this option can be a way out.

  7. As a rule, trusted recruiters provide a guaranty for their services. It means that in case of the termination of employment agreement within a certain time period (no matter whose initiative it was), the agency will find another relevant specialist free of charge.

Where to look for employees independently

In order to close the vacancy, HR specialists use not only publicly available contact databases but also other methods. Below you will find the most efficient methods, as well as their advantages and disadvantages.

Through friends

“Word of mouth” is perhaps the oldest channel of staff recruiting. Tell your friends and acquaintances about the vacancy and about requirements to the candidate in short.

Pros: you can obtain rather detailed information about the candidate and simplify the search process.

Cons: the subjective attitude may have a negative impact on the critical assessment of the candidate. Besides, it is almost impossible to find a highly qualified narrow specialist in this case. Thus, it’s almost impossible to find the highly-qualified specialist with such specific skills.

Job search websites

For example,,, To find candidates for the executive position, it’s better to browse through the CVs, but for simpler positions, just post an offer.

Pros: convenient filters for skills, location, residence and experience, large database.

Cons: paid job offer placement.

Social networks

This is an efficient tool for any recruiter. Social networks have special communities for communication between the professionals and placing job openings.

Pros: you can get an understanding of the potential employee by looking through the profile. Social networks are a great mean of filling the candidate database – your offer might become interesting to people who are not currently searching for a job. This also fits well for the project-based jobs.

Cons: social networks provide a great response for the job opening, so some serious screening process will be necessary.

Searching among the graduates

This method will be useful to those who need young specialists with further process of education and development.

Pros: by contacting the university, employer can ask and find a promising specialist for a relatively small salary.

Cons: this will be beneficial only if the company is ready to develop the employee and spend its resources for that.


Not every recruiter is ready to get involved in this, because of the moral reasons. Nevertheless, such practice of luring away a good specialist from the competitor company is widespread in the Western countries.

Pros: you can get a perfect specialist to your position.

Cons: employee that has easily left the previous organization to join your business can leave you in the same way.

Placement job ads on the company website

If your resources are popular, you can successfully post information about the opened vacancies. Make sure the candidate can contact you via the feedback form, phone or email.

Pros: passive search that can be effective.

Cons: if the corporate resources have low traffic, there’re minimum chances that candidate will notice an ad.

In conclusion

While recruiting the employees for the opened vacancy, it’s important to determine the exact requirements for the candidates. It will allow to understand what employee will suit best for your company. In order to improve the search, you can contact the recruiting agency that will conduct the initial selection.

Want to find out more about creating your dream team and making company operations efficient? Join w2 conference Moscow. Speakers of the event will include experienced HR specialists and business coaches.

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