Any hiring manager will tell you that recruitment is an art. While anyone can pick up a paint brush and a canvas, it requires real skill and talent to make it work. When it comes to recruitment, it’s one of the most expensive parts of owning a business. Every day a role remains unfilled, the more money it costs the business.

As if that wasn’t enough pressure, it can be just as costly if you hire the wrong candidate. As recruitment expert Dave Fox says, a company is only as strong as its employees. This is why it’s vital that you have the right strategy when finding someone new to bring on the team. Fox is the CEO and founder of the Miami-based recruitment firm Focus GTS.

Want tips on how to perfect your recruitment method? Read the sections below.

Determine The Best Recruitment Strategy

There are two ways to recruit candidates for a role: internally or externally. The former refers to the process of hiring someone using an internal recruiter, such as a HR representative. This is the cheapest option, as it does not require assistance from outside entities. However, internal recruiters typically hire for multiple roles in different departments and may not have the knowledge to ask the right screening questions. Do you really want someone with little coding experience to evaluate a front-end developer’s skills?

An external recruiter, on the other hand, likely specializes in the industry you’re recruiting for. Therefore, they may be better at finding qualified candidates for the role. Fox believes that while hiring an external recruiter may come at a price, it’s worth the investment. His company specializes in IT recruitment and has had immense success in placing candidates with the right clients. Roles that stay vacant for months are typically filled quickly once the firm takes over. And that’s what happens when you work with an expert in the industry — you can move at a much quicker pace.

Be Clear About What Your Company is Looking For

Imagine you want to order a pizza. You know you want mushrooms, spinach and tomatoes as your toppings. But when you place the order, you say, “I’d like a large pizza please.” So, you can’t exactly be disappointed when the delivery person brings you something you didn’t want.

This is what recruitment is like. The more specific you are, the better candidates you will attract. This includes soft and hard skills, years of experience and software knowledge.

It’s also great to include a summary to introduce what you are looking for. It allows candidates to quickly determine if they are qualified. A job description is also an opportunity to showcase a bit of your company culture. For instance, a witty and funny description may indicate a casual and fun environment.

It’s your first introduction to a potential candidate so you want to make it a good one.

Contact Valuable References 

As Fox says, anyone can get a friend or co-worker to vouch for them. What holds much more value and weight is a reference from a current or former manager. This person can speak to the candidate’s skills, performance and behavior.

At Focus GTS, recruiters are required to receive high-quality references from candidates. This ensures that when they are matched with potential employers, no red flags come up. The same can apply to your company.