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You Can’t Find the Right Candidate, Now What?

You’ve been on the hunt for the right person to fill a desperately needed role for months or even a year. Is the right person out there? If they are, why haven’t you found them yet? 

When you can’t find your next hire, you may wonder what to do next. Should you settle for someone competent but not quite right? Review all the candidates you passed on already? 

As HR experts, we know how difficult finding the perfect candidate can be. So, we’re here with some expert hiring advice. 

Take a Second Look at Your Job Posting 

You have been through all your applicants twice and still no luck. There’s a chance that the right candidate is out there, but they aren’t applying because your job description doesn’t speak to them. Or maybe, your list of requirements scares them off. 

If you can’t find anyone after a few months, it’s time to reevaluate your job posting. Do you have a certification that’s hard to find and nice to have but not required to do the job? Is there something in there you could provide to the right candidate once they come on board? 

What about the job description itself? Is it long, difficult to read, and full of unnecessary details? Again, you could be scaring them away. 

Talk to your leadership, HR, and your recruiters to figure out what can change to help you attract the right candidate. 

Evaluate the Competition 

The IT skills shortage is now almost a way of life, but there are some companies that seem to win the right candidates every time. If you’re not one of them, it’s time to ask why because the answer isn’t always about money. 

If you have an in-demand position, figure out what your competition offers. You don’t always need to match it or beat it, but it will show you how to make your post stand out to the candidate’s recruiters are fighting over. 

Tip: Millennial and Gen Z candidates are more concerned about culture than salary. Many employers make their companies look like great places to work in their job listings. Does your post make your company an attractive place to work?  

Consider Upskilling Your Current Staff 

Why go through the hiring process every time you need a new skill when you could develop value within your existing team? If you need hard skills but can’t seem to find a cultural fit, then this is a great time to pick out and develop a qualified internal candidate. 

Finding the right candidate is never easy, but the IT skills shortage and the deep pockets of the competition can make it that much harder. That’s why it’s important to have great allies. Get in touch to learn how RightStone can help you find your next best employee. 


4 Ways to Make Sure Your Next Candidate is a Culture Fit For Your Company

In the search to find the perfect candidate to fill an open position, managers will (understandably) tend to prioritize candidates who have the most experience or who have the widest set of demonstrable skills. While it’s certainly crucial to seek out and recruit candidates who have the necessary technical experience, it can also be a mistake for employers to focus only on candidates’ “hard skills”. There is another dimension of “soft skills” – people skills or personality traits, in other words – that are equally important for managers to take into account whenever vetting a potential candidate. By gauging a job candidate’s soft skills and getting a feel for their personality, you’ll be able to determine if they would be a good fit within the workplace culture that they’d be entering into.

Here are four tips for making sure that a job candidate would be a strong “culture fit” within your company:

1. Reach out to references.

Resumes and cover letters are extremely useful when you’re trying to get a feel for a candidate’s experience and background, but they typically will not shed much light on a candidate’s personality or interpersonal skills. Professional references (i.e., previous employers and managers), on the other hand, can provide valuable insights into a particular candidate’s conduct at the workplace. It’s worth reaching out to one or two previous employers in order to get a sense of how well a candidate’s personality would fit within your workplace culture.

2. Ask personality-based questions.

One of the most effective ways to get a feel of whether or not a candidate would be a strong culture fit is to ask the right questions. To learn more about a candidate’s values and personality, try asking some of the following questions during an interview:

    • Do you feel more comfortable within an individual or a group setting?
    • Can you give me an example of a time that you resolved a tense situation in the workplace?
    • What are the qualities that you value in the workplace?
    • What are the qualities of this particular work environment that appeal to you?

3. Give your team a seat at the interview table.

Maintaining a strong and balanced workplace culture is a collaborative process. Each of your employees contributes in his or her unique way to weave the tapestry of your working environment. With that in mind, it can be extremely helpful to give your team members a chance to meet with job candidates personally to ask culture-based questions.

4. Know the role.

Last but certainly not least, it’s important for managers to thoroughly understand the responsibilities of the role that’s being applied for, and in turn to define the personality traits that will be required for success. For example, some positions will require a high degree of autonomy and creativity, and others will place a greater emphasis on collaboration and communication skills. In order to ensure that a job candidate will be a good culture fit within the company as a whole, you’ll first want to make sure that they’ll be the right personality fit within the particular department and position for which they’re interviewing.

Connect Today

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, contact us here.

 


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