Everything that Goes Into Finding Talent that Will Stay: Finding Quality Candidates

Have you ever had a great idea? I mean an idea so good you couldn’t not pursue it. You have it all planned out in your head, you’ve set a timeline, you’ve got a vision, and you’re eager to get started. The one thing holding you back is … you need a team. Nowadays, with unemployment so low, the constant cycling of team members through companies, and widespread pursuit of side projects, it can be difficult to find the right talent.


Why is it so difficult to find the right talent? There are four core issues people run into when finding talent for projects: difficulty finding talent, unqualified talent, unreliable talent, and uncommitted talent. Any one of these issues can bring a project to a sudden halt. There are ways to avoid these problems and land the best talent for your project.

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When looking for talent your first task should always be to determine what exactly you’re looking for. This will be important for creating an accurate description of the position for potential candidates. Consider the responsibilities and requirements for the position. You’ll want to explicitly list these out in the job description. Also, you may want to add some additional skills that may be beneficial for the position. Creating an accurate job description saves others’ time when it comes to determining whether they are eligible for or interested in a position. This in return saves you time in the long run when sorting through candidates by preventing incompatible people from applying.


Let’s say a description for the position has been made, but you’re not getting applicants. What’s the deal? You may have heard hiring managers say, “There’s simply not enough talent.” Is this true? As mentioned before, with unemployment so low it may be difficult to find talent. However, in this day and age, job hopping, working on side projects, or setting up secondary income streams are more common than ever. With this in mind, sometimes simply putting a good opportunity out there is enough to draw attention.


The best place to start searching for teammates is by asking around in your own circle. When you’re already familiar with someone, you already have a sense of their character and can probably gauge their work ethic. Additionally, they may be able to recommend one of their colleagues. Generally, recommendations by trustworthy friends are reliable because the quality of their recommendation reflects on themselves and can affect your relationship with them. Familiarity decreases the risks of hiring someone unqualified, unreliable, or uncommitted. Ask around in your personal circle by contacting connections directly or by creating a post on a social media account. You never know who may reach out. If you can’t find the right candidate or aren’t finding the right people through your inner circle, it’s certainly a good idea to utilize job sites like LinkedIn, Indeed, and Monster. If you already have an established brand, ensure the job is posted on the brand’s career page on its website and redirect applicants from the job search sites to the official application.


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Once a reasonably-sized pool of candidates is obtained, the next step is to filter through the applicants and select the best candidates. You want the most qualified applicant for the position. The most qualified applicant can mean a lot of things, so determine what you most value in a candidate. Are loyalty and adaptability more important to you than experience? Are you looking for a speedy, agile worker or a very thorough one? These are all questions you must ask while assessing applications. Once you select the best matches, you can begin the interview process. Upon completion of interviews, it will be time to finally pick the best candidate for the position.

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When picking the right applicant, you want someone who you can set up for success. Before extending an offer, consider the job history of the applicant. Switching jobs often could be a bad sign. They may see your opening as nothing more than their next stepping stone before moving onto something else, which could cost you in the long run. If you believe this person is truly excited for the position, ensure it is what they are looking for. Discuss the time commitment and consider how well they will be able to cooperate with the team and work structure. You’ll want them to be both comfortable and happy in their work environment, which will result in better quality work and encourage commitment to the company or project. Commitment is an important detail. Think of the time it will take to brief, train, and complete paperwork for the new teammate. That is all time directed away from normal duties when a new person joins a team or company. Hiring someone new occupies a lot of resources, so when you do find someone you want to make sure they stick around. Obtaining talent is more than finding someone to fill a position and execute tasks, it’s about finding the right teammate for your project or company and building a strong relationship.

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