In such a context and faced with candidates whose expectations and motivations now go beyond the question of remuneration, companies must more than ever work on their attractiveness.

Using a team of headhunters in Montreal can therefore be a more than effective solution to be sure not to make mistakes during the first stage of recruiting your future talents.

Ask the right questions

The questions you ask candidates during an interview are a direct reflection of your company. If you ask all applicants the same five general, non-position-related questions, all applicants will be successfully confused in the interview. Good interview questions should be open-ended and allow you to determine if this potential employee can be a successful part of your team. It should also provide insight into the company's values and vision. For example, a good interview question might be:

“At Company X, we value diversity and inclusion. Tell us about a time when you practiced inclusion in your workplace and how you handled the situation. ”.

Find people who share your company's vision

Look for candidates who fit the culture you want to build. This may seem difficult, but it depends on factors such as behaviour and mindset. For example, if your startup's vision is to become a product management sort of leader, find a candidate who is fast-moving, self-motivated, and passionate about making the product management process easy and productive. You have to look for it. Working towards a common goal is easy when you have a team that really cares about their mission.

Write a complete job description

Most job postings are mediocre at best. If you want to attract qualified candidates, your job description should include more than role requirements and responsibilities. Differentiate your job postings on job boards by including details like compensation, benefits, and benefits. Try sharing your startup story in a post, so your ideal candidate is looking forward to working with your team.

Know the skills your team needs

Look for candidates with the hard skills you need to grow your business, in addition to your soft skills! Make a list of must-haves and nice-to-haves for each role. Reviewing the application allows you to see how well each candidate meets the requirements you have defined. Keep an eye out for high performers who go the extra mile early in their company. Keep in mind that successful startups often grow beyond their role. So look for someone who is willing to evolve rapidly with your business.

Do strong onboarding

Did you know that strong onboarding can make a new hire more productive than him by 70%? Effective onboarding is critical to a company's long-term success. Get in touch with her new team members as soon as they accept the offer. Make sure team members are introduced to each other on day one, so teammates can build relationships from the start. Set clear expectations, establish team etiquette, and make sure everyone understands the workflow.

Communicate corporate culture

An organization's culture frequently reflects the personalities and passions of its team members. Share everything your company has to offer employees, from the interview stage to the onboarding process and beyond. For example, having core values, using a cross-functional buddy system, and putting diversity and inclusion at the forefront of the company's mission. Use your culture to hire the best talent!

Use conferencing software for successful interviews

First impressions matter. If doing remote interviews, make sure your video conferencing platform of choice is set up in advance to avoid any problems. Use interview templates to conduct effective interviews and gain insight into their backgrounds and expertise. You can even use shared meeting agendas to take notes before the interview, so interviewees can familiarize themselves with the process before it starts.