How To Find The Best Job Candidates FAST!

How to find the best candidates fast

In the recruitment industry, we often make comparisons between hiring and dating. Both involve a lot of work to find that special someone, and the consequences of selecting a bad fit are, well…really really bad. This is why it is necessary to find the best job candidates faster and easier and the right life partner in your personal life.

When a critical team member says sayonara, and you only have a couple of weeks to find the right replacement, taking your time to play the field is not an option. Nowadays, remote hiring is taking center stage because who doesn’t want to cut down expenses while having the best talent from a far away land working for them? It also cuts the entire process shorter because a ton of time, money, and energy is saved if you’re going via the right remote recruitment agency to do the job for you. It’s essential for companies to have some key recruitment strategies to kickstart the remote hiring process into fast gear.

How to Find and Hire The Best Job Candidates Faster and Easier?

Hire remote talent

1. The Best Job Candidates are Global

Hiring globally not only expands your talent pool, but it can also offer a faster solution. While many companies still equate hiring internationally with longer, more complicated vetting times, the reality is, recruiters—especially those in the tech industry where the majority of roles are competency-based—now have the benefit of cutting-edge technologies and crowdsourcing resources. These enable them to breeze straight past the resume and pre-screening stages and jump straight to the tail-end of the interview process.

Moreover, diversity can bring a lot of innovation and evolution in your business. Diversity means more perspectives, opinions, and ways to do things. This can mean better crisis management because for every challenge your business faces, there are multiple solutions! Diversity in an organization is a cultural boon that leads to faster growth.

2. Shoot For The (Super)stars

No matter how much time-pressure you’re under to fill a vacancy, the last thing you want is a meltdown. You’ll end up hiring someone who lacks the requisite skills or cultural compatibility with your company. So if the application responses you’re receiving aren’t knocking your socks off, it’s time to get on the front foot and start headhunting.

Headhunting is recruiting on steroids. Where traditional hiring uses more of a one-size-fits-all approach, headhunting is targeted and leads to stronger matches. And the best thing about it is that you can now do it all in-house thanks to the advent of professional networking sites like LinkedIn—granted you have the time, of course. 

Since this is a very specific approach, you need to be aware that time is one resource you’ll have to set aside for this. It could mean sacrificing some other tasks as well. It is wise to go for this only if you have the bandwidth. In any case, it is always better to let an expert remote recruitment agency do the job for you. That will ensure that you save your time for other equally important tasks and also, that you won’t be making a hiring mistake. 

3. Talent Pipeline!

If headhunting is a little aggressive for your taste, nothing is stopping you from keeping a talent pipeline of go-to candidates to call upon whenever a vacancy arises. The best way to formulate and maintain a list like this is by regularly attending industry events, establishing a presence among relevant crowdsourcing networks, and conducting informal interviews with prospective talent.

The great thing about talent pipelines is that unlike the majority of recruitment processes, they aren’t reactionary. They’re something you can work on all year round, they make a great downtime filler, and very often pay off when you find yourself in a hiring pinch.

4. Enlist a SWEEEEEET Boutique Recruiting Agency – DistantJob

Last but not least, there’s the old reliable option of outsourcing with the help of a recruitment agency. In many instances (e.g., where time is not on your side), this is going to be your best bet. Just remember that if you are going to go the agency route, opt for a boutique agency over one of the big commercial talent mills. Large-scale recruitment agencies take a whopping average of forty-two days to fill a vacancy and have a pretty bad rep for falling short on the client-recruiter relationship front.

Since boutique agencies specialize in a particular industry (for us here at DistantJob it’s tech), they typically have a better read on how to find the golden nuggets of talent from within their sector yet from anywhere in the world and how to tailor the recruitment process to meet their client’s needs. They can help find the best job candidates faster. What else can I say? They’re HR oracles.

Although finding the right candidate fast is never easy, it doesn’t have to be a stress-fest. By following these tips and planning, you can save your company a ton of time. And as soon as you’re done mastering the skills of the speedy hire, why not check out our 7 Tips For Onboarding Remote Employees!

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Claire Cooper

Claire Cooper

Claire is a Communications Manager/Specialist/Associate at Distant Job, a remote recruitment company that specializes in global tech hires. While Claire may not boast the same tech-savvy skills as her company's recruits, she does bring over seven years of comms experience to her team, along with a keen interest in cross-cultural communication and gender dynamics in the workplace.