- Don't search for the perfect candidate that doesn't exist; focus on real people.
- Create a detailed internal profile and verify if such candidates exist; revise if not.
- Think like the candidate to understand what attracts or discourages them from applying.
- Use a shortened external profile to avoid scaring off good candidates with excessive requirements.
- Recruiters are best used only for rare, high-level positions like directors.
- Make vacancies easily findable on your website and other platforms.
- Highlight practical benefits such as location, parking, flexibility, and workspace.
- Be willing to offer higher salaries, as temporary hires cost much more.
- Consider candidates with imperfections; they can be a great asset.
- If budget is tight, ensure the candidate can pursue their passion in the role.
- Write a compelling vacancy text that sells the job effectively.
- Increase organizational visibility and reputation to attract candidates.