It all starts with the job description

If you want the right people to apply for the job, you need to start the recruiting process properly. It involves creating a job description that will have the highest chances of attracting the right people. Look at job descriptions as a communication tool.

Through it, you tell potential candidates where their job starts and where it ends. Job descriptions can also help people understand where that position fits into the whole company. It defines their responsibilities, who they will work with, and with which departments.

The job description can also serve as a guide telling potential candidates how they will develop and what role they can potentially have in the future.

Include social media updates and email outreach

Social media has a huge impact on both social and business activities. A lot of companies use social media to spread the news about opened positions, share job descriptions, and offer people online job applications.

It’s a good way to quickly find a lot of applicants without having to invest any money at all. Furthermore, once they have applied, you can use the email address of applicants to get in touch. If you want to take it a step further, look for a database of potential employees that could work for you.

When you have a large number of emails, use email software to send out job proposals, and build relationships with potential employees. These tools can help you do this quickly and in a personalized manner.

Communication with candidates

Communication is essential to ensure your candidates remain on the path of onboarding . From the moment you start a relationship with your candidates, you need to have ongoing communication with them. First of all, consider pre-screening candidates.

Talk to them on the phone or via email to “feel them out”. In some cases, a candidate may look good on paper, but it would take a short interview to realize they are not up to the task. At the same time, it’s also a good opportunity for them to ask any questions.

People can often misunderstand job descriptions and apply for something they are not interested in. It will save both your time that you would spend on an interview.

Check websites that post resumes

There are various sites where people post their resumes in search of a job. If you want to get more potential candidates or simply want to see if you are missing something, it’s generally a good idea to go through those sites.

These platforms come in many shapes and sizes. For example, you can check out LinkedIn where everyone’s profile is built like a resume. You can see which people are employed, which aren’t, what are their experiences, education, and previous positions.

On the other hand, you can check out Craigslist as it also has lots of job posts. It’s generally a good option since the site is divided by cities. No matter where you are, you can find people in your area who are looking for a job.

Referrals from current employees

Employees are often the source of good hires. People who’ve been working at your company for a long time understand the environment, culture, and job requirements. They can recognize if someone has the capacity to take on a role.

Talk to your most trusted employees and see if they can source potential employees . At the same time, don’t force them into this. If nobody pops into their minds fine, look for a different way to find candidates.

Past candidates

It’s always a good idea to take a look at your old list of candidates when you hired someone for that same position. Chances are there were people who were good for the job, but they weren’t better than the person you hired back then.

Still, this doesn’t mean that they should be neglected. In the end, with the last couple of choices, it comes down to tiny details. Check out the people who are still around and see whether they are still interested in the job.

Who knows? They might have gotten even better and made their resumes richer over time. Always keep the list of potential recruits around – you never know when you might need it again.

How to identify good candidates

First of all, make sure that they are competent. They need to have all the education, experience, and skills to do the job. Are they capable? Can that take on more than the job requires and look for more responsibility? That’s always good to have in an employee.

Make sure that the candidates are compatible with your company. They need to get along with everyone else as well as your clients. Every business culture is different, it has policies, expectations, and procedures.

Make sure to find candidates that understand your culture and have no issues with it. Does the employee have the character that is right for the job? For example, if the position requires working extensively with others it would be good to find a sociable person with good people skills.


In the end, make sure to provide a good employee value proposition . If you want people to give you their best, you need to meet their needs as well. Both sides need to be invested in the relationship to achieve great results.

About Author:

Ogi is the founder of . On his website, he is trying to help people build a successful online business with the right mix of skills. Besides his online tutoring, he really enjoys offline activities, such as mount biking and dog walking.

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Josh Slone
About Author: Josh Slone
Josh Slone is the Head Content Writer for LeadFuze. Josh writes about lead generation strategies, sales skills, and sales terminology.