If you want to hire someone new, you know that the process starts a long time before the initial job posting, and it can take a long time to find the qualified candidates. Many recruiters and HR leaders have been vocal about the sheer number of applicants they are getting to their jobs, but there’s a big problem: These applicants aren’t qualified for the job. According to SHRM, if you want to find 5-10 applicants to interview, you must have an applicant pool of at least 30 qualified people.

The ideal qualified candidates are people who has never been unemployed or underemployed in the last six months. This means that he or she has a job, but is just not satisfied with it. That’s hard to find.

It’s also important to realize that the candidate you find will be around for the long term. Most jobs are for six months, but 8-10% last for 3+ years. Therefore, finding 30 qualified applicants that you can afford to turn down is a crucial part of your hiring process. You can’t afford to make mistakes because you’re selecting too many candidates and not enough targets – making cuts on a daily basis would be impossible, and hiring 40-50 people per day would break even at best. That is why hiring managers have to be careful in their staffing decisions.

That said, I’ve outlined 10 tips that will help you get the most qualified applicants into the interview room:

1. Get a sticky job description – If you’re not sure how to do this, your HR team can help make it easier on you. They can update your job description with the right information so that candidates are able to answer all of the basic questions in just a few clicks (for example: “What kind of work experience do you have?” or “What is your favorite thing about this organization?”) before they even apply for the job. When qualified candidates reach out to you, they will be able to see what the job is really like and most definitely apply with enthusiasm.

2. Use online resources – In 2015, 62% of applicants used at least one online resource when applying for a job. So, by using multiple resourced you can increase your chances of finding qualified applicants who have the right skill sets and amount of experience necessary to succeed in the role you are recruiting for. The resourced you choose should be ones where they can easily make contact with you.

3. Create a hiring pipeline – When you create a hiring pipeline, it shows potential candidates who is hiring next, and when you hire them, they are likely to hire other people, too. Hiring managers should also make sure they maintain their hiring pipelines by interviewing qualified candidates and then choosing the best ones for the next round of hires.

4. Hiring through referrals and word of mouth – If you’re looking for a job in your field, referrer networks can be very useful. If an employee refers a friend or colleague to your company, chances are that employee already knows someone who likes working there! And those people will be happy to recommend their friends or colleagues to your employer.

5. Use social media to advertise your job opening – Post job ads on social media sites like LinkedIn, Facebook, and Twitter.

6. Use websites like www.payscale.com to find someone that’s right for your post – This site shows information about salary ranges in different industries and across the country. You can see what the average salary is for a person with a particular background and experience at different companies, plus you can compare salaries with other companies in your area or across the country to make sure you are getting an accurate picture of what people will be paid in comparison to others.

7. Research the salary range for a particular job you have posted – Researching the salary range for your job is important. You should know what other companies are paying in your area and how that compares to your company’s current salary budget.

8. Use social media to find new qualified candidates – Social media sites like Facebook, LinkedIn, and Twitter are a great place to post about your recruitment needs and also find qualified applicants who would love to work for you!

9. Offer a referral bonus – If you offer a referral bonus to people who refer their friends or colleagues to your company, chances are that the people they are referring are already good fits for your company’s culture. This helps you increase the number of qualified applicants.

10. Use mobile recruiting apps – With mobile recruiting apps, candidates can access job listings from the app itself instead of having to go through an external site like LinkedIn or Monster, and then attaching their resume so they can apply for a job that way. Mobile applications save candidates time and help them apply anywhere, anytime!

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