Write better job descriptions.

Many companies write descriptions with lists of responsibilities and requirements, but a study found that this can alienate qualified employees, The Wall Street Journal reported.
In the study, U.S. and Canadian researchers rewrote 56 job ads to emphasize two different approaches: the Needs-Supplies approach, which focuses on what the company can do for the candidate, and the Demands-Abilities approach, which focuses on what the company expects from the candidate. Of the 991 responses, applicants who responded to Needs-Supplies job listings were rated higher than those who responded to the Demands-Abilities ads.

Embrace digital trends and social media.

Most people want to work for companies that keep up with the latest tech trends. Part of embracing the digital age means using public social media profiles for candidate research. Like most employers, you’ll probably conduct a standard background investigation on applicants, but the candidate’s social media profiles can offer more details about the individual as a person and an employee, for better or for worse.

While it’s legally risky to allow a candidate’s social media activity to factor into your hiring decisions, as it can result in unconscious bias or discrimination, it can give you a better picture of a job applicant you’re interested in hiring. [Read related article: The Pros and Cons of Social Media Background Checks]

Fit the personality to the job.

Although the right skill set may seem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot.
During the selection process, consider how a candidate’s personality traits align with the daily job tasks. For instance, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer

Improve your interviews.

A study by Leadership IQ found that failures exhibited by new employees may result from flawed interview processes. The study revealed that 82% of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time, or lacked the confidence in their interviewing abilities to pay attention to red flags.
According to Leadership IQ CEO Mark Murphy, this is because the job interview process focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success – like coachability, emotional intelligence, temperament and motivation – are often overlooked.
It’s important to allow prospective employees to interview you, too. Letting candidates ask questions will give you a chance to see what’s important to them, Brusman said. It also gives them a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them.

Keep an eye on your reviews.

Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips, and reviews from current and former employees from sites such as Glassdoor. Studies show that 86% of Glassdoor users read company reviews and ratings before deciding to apply for a job. Top candidates may not even apply in the first place if they don’t like what they see: 50% of job seekers said they would not take a job with a company that had a bad reputation, even for a pay increase.
Two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Doing so can improve your employee retention and lead to more positive reviews that will attract quality employees.

Are you e thinking of hiring someone? In addition to taking these tips into account: 
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