Every business needs productive employees, and every business owner wants to make sure they are hiring the top talent in their field. This is no simple task — there are millions of candidates out there and you are bound to find some who simply don’t fit the bill.

No matter how successful your company is, you are going to experience some amount of turnover, whether it’s due to poor performance or unhappy individuals. You can’t control the fact that some people will leave the company, but you can do your best to hire the best candidates for your organization. I just shared what you can do from a human resources perspective to improve your recruitment and hiring process. Now, let’s take a closer look at 10 tips to help you hire the best, minimize turnover and maximize employee satisfaction and productivity.

1. Have clear definitions for all open jobs.

It isn’t fair to you or potential candidates to provide murky, undetailed job descriptions. Make sure open jobs are well-defined and expectations and requirements are clearly drawn out. This will ensure you are attracting candidates who are more likely to have the relevant skillsets and experience for the job. It will also help you save time on the front end because you won’t have to weed through as many unqualified applications.

2. Create a recruitment strategy.

You’ll want to know what steps you are going to take throughout the interview process and how you will source candidates. Sit down with your HR or recruiting team and map out the qualities and experiences you are looking for in the ideal candidate. Hiring managers can then come up with a plan of action to find the best talent.

3. Utilize all resources available to you.

Whether or not you have a dedicated recruiting team, you should be using all technological resources that can help you identify strong, relevant candidates. LinkedIn is a good place to start, but there are many other tools that can help. Consider purchasing smart recruiting software that can be customized to your company, and make sure your HR team is aware of it. The more resources you employ, the more likely you are to find a wide range of viable applicants.

4. Consider internal hires.

Sometimes the best person for the job is sitting right in front of you. The ideal candidate may just be a valued employee who has gained a wide range of experience and is familiar with the company and its systems. Sure, you’ll have to replace their previous position, but they may be happier with the new job. Be sure to gauge any interest from current employees at the outset, as you could save time and money on outside recruiting.

5. Make transparency a priority.

Starting with the very first communication, every candidate should have an accurate idea of what to expect throughout the interview process. This will help candidates prepare better and will ultimately help you find the best applicants. If candidates have a transparent and pleasant experience — even if they don’t get hired — they are more likely to view your company favorably and speak of you in a positive light.

6. Always check references.

It may seem like people wouldn’t lie when giving references, but in my experience, many recruiters don’t check these references, allowing people to pass through the system without a background check. Take the time to reach out to each reference to double check that the applicant is being truthful about their past employment and why they no longer work somewhere. It should go without saying that this applies to any sort of criminal past as well.

7. Work on your employer branding.

In today’s world, it is important to maintain a pristine reputation — both with the general public and with current and former employees. If past employees have negative things to say about the company, it will hurt your chances of recruiting the best talent, as they will likely look to more prestigious companies to fulfill their job wishes.

Make sure your employer branding is positive and that you focus on maintaining a high-quality, inclusive atmosphere for all employees. While it may take some time to recover from a tarnished image, it is always worth salvaging.

8. Offer competitive pay and benefits.

If you are lagging behind competitors when it comes to pay and benefits, you are unlikely to recruit the top talent in the industry. It should go without saying that you need to provide salaries and benefit packages that are at least in line with the industry average, if not higher.

9. Ask current employees for references.

No one knows what it’s like to work for you better than your current employees. If they are happy with their job, they may be happy to reach out to friends and former colleagues who may be a good fit for your openings.

10. Communicate proactively.

The most talented candidates may have several interviews lined up and might already have job offers on the table. The best way to keep them interested is to stay in constant communication and allow them to voice their questions and concerns at any point.

Remember, average people on your team will produce an average company. And you want to be the best. So, you need to hire the best people. Get this right and you can create the best possible organization in the long-term that allows you to reach your Champagne Moment.

Set up a time to chat now - here’s my schedule.

Would you like to increase your revenue this year? Check this out: https://www.exactlywhereiwanttobe.com/MoreRevenue

➜ Get my FREE Weekly Entrepreneurial Inspiration: https://www.exactlywhereiwanttobe.com/entrepreneur

10 Tips For Hiring The Best Candidates For Your Company