As the hiring manager, your job is to find the best candidates to fit your company’s needs. It would be best if you did not wait until a role is posted and advertised. Depending on what an employer is looking for, there’s likely a method for finding the right fit for their organization. 

campus recruiting
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1. Use Employee Referral Programs

The principle behind employee referrals is simple: encourage current employees to refer candidates they know to the company for open positions. Employee referral programs are cost-effective and save time as they minimize the recruiting process time. Employees are often hesitant to refer to poor candidates as their credibility is also at stake. 

Referred candidates are often the best because they are typically already familiar with the organization and have a personal connection with its employees. Referred candidates are 2.6% to 6.6% more likely to accept job offers, according to Zippia’s research. Keep your referral program simple and make it easy for people to refer others.

2. Campus Recruiting

Campus recruiting is a great way of identifying and recruiting top talents early. Connect with college and university students and alumni immediately to fill entry-level and internship positions promptly. The benefits of campus recruiting include:

  • Building a pipeline of talent: Campus recruiting forms a sustainable pipeline of young talent.
  • Growing your company’s reputation: Engaging with students and alumni increases your brand’s visibility on campus.
  • Accessing diverse talent: Campus recruiting allows employers to connect with students from diverse backgrounds.
  • Saving on recruitment costs: Campus recruiting allows employers to fill entry-level positions without incurring traditional recruitment costs.

3. Use Agencies

Recruiting agencies can be a great option for finding top talent quickly in nearshore. These agencies specialize in finding candidates for specific industries and job roles. When choosing a nearshore staffing agency, research their track record and reviews from past clients. To make the most of recruitment agencies, maintain regular contact with the agency and outline the job specifications and the skill sets required.

4. Look for Passive Candidates

Passive candidates are currently employed but may be open to new job opportunities. Unlike active job seekers who apply to job postings or attend job fairs, passive candidates often need to be convinced to leave their current jobs. Use LinkedIn to search for professionals who fit your job requirements and have relevant skills and experience. Send personalized messages that explain why you think they would be a good fit for your company and why you’re reaching out. 

5. Use Job Boards

Websites like Glassdoor, Indeed, and Monster allow you to post job openings online and reach a wide audience. You can also search through resumes and applications to find potential employees. Ensure your job description is clear and specific. Use keywords matching your industry and job title to ensure your job posting appears in relevant search results. Set up alerts to notify you when new candidates apply for your job openings.

6. Implement Pre-Employment Tests

A good job candidate needs not only an impressive resume and skills but also the right fit for the company’s culture and goals. Carrying out pre-employment tests such as cognitive, psychometric, skills-based, or cultural fit assessments helps identify the most suitable candidate for each job position. By choosing the right pre-employment test, you get to:

  • Identify if the candidate has both hard and soft skills required for the job
  • How the potential employee solves work-related problems
  • Understand how the potential employee works in groups
  • Know how the potential employee makes decisions

7. Focus on Company Culture Fit

Remember that having the right team goes beyond skills and qualifications. They also need to match with your overall business culture. This is what makes the workplace have a peaceful co-existence and better productivity. 85% of CFOs and CEOs believe that unhealthy company culture is the root cause of unethical behavior, according to a survey conducted by the National Bureau of Economic Research.
To avoid this, prioritize finding candidates who embody the values and principles of your company culture. Focus on questions related to behaviors and attitudes during interviews to gauge if a candidate will fit well within your team’s dynamics.

8. Offer Competitive Compensation and Benefits

To attract the best candidates, you need to offer competitive compensation and benefits packages. Ensure the compensation packages you are offering are competitive and the benefits are comparable or better than those offered by your competitors in the market. Use industry benchmarks to stay informed about what similar businesses are offering, and adjust your packages accordingly. Ensure your benefits package includes perks such as:

  • Vision care
  • Health insurance
  • Retirement plans
  • Paid time off
  • Fitness benefit


While there are no guarantees, using a combination of the top eight ways to find employees can give you the best chances of developing a strong and dynamic team for your business. Employee referral programs, campus recruiting, looking for passive candidates, using job boards, and utilizing agencies are all great ways to attract the right people. Implementing pre-employment tests is also crucial to ensure that only qualified candidates become a part of your team.