Finding the perfect candidates is the challenge that all business owners face regardless of the state of the job market, good or bad.  Attracting a good pool of candidates directly affects the quality of hire at the end of the process, but it’s the part of the hiring process that often gets the  least amount of attention.

Don’t set yourself up for a mediocre outcome.  Take a few minutes to think and plan about who you want to see in your interview.  Here’s how to think about it.

Imagine you are selling a new product or service.  One of the things you will do is identify your target market very precisely – not just the target demographics, but more deeply…how do they think?

When you’re in hiring mode, you’re actually selling, not just choosing.  Your open position is an opportunity, one of many that your ideal candidate will have to choose from.  If your opportunity isn’t appealing to great candidates, they won’t bother to respond to your advertising or other outreach.

Sell first, then choose.

Take the time to write down exactly who you want, not just in terms of experience, but more importantly in terms of behavioral attributes – characteristics – that would describe your perfect candidate.  Then use those words in your advertising to get their attention. 

For example, if you need someone who is energetic and outgoing, say so! This won’t only attract those people, but it will also help discourage those who aren’t.

Sure, technical skills and qualifications are important, but behavioral attributes are more important.

Focus your language in the advertisement on the prospect first – what do you have to offer them?  Who do you want them to be?  Match up the duties and responsibilities to the attributes you’re looking for.

You’ll know you have it right when the candidates tell you that when they read the ad, they felt like they were reading about themselves.

To get the best candidate pool, you’re going to have to cast a wide net…going beyond the obvious job websites to industry-specific websites, social media, referrals, your own network of customers and suppliers, even putting a note on everyone’s email signatures.

It’s a game of both quality and quantity that you are playing. The more thorough you are at the beginning of the process will determine the speed at which you find the best person and the quality of your next team member.