Here's some good economic news: Employers have the upper hand in today's job market. Why? Competition for jobs is fierce in the wake of the recession. Even so, this is no time for employers to relax and wait for the best job candidates to come knocking. The best strategy for how to hire the best employees for your company involves writing an effective job description that ensures you weed out unwanted applicants and attract only those that are the best fit.

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You don't want someone whose only goal is 'help me find a job' Clearly conveying job responsibilities, necessary skills and experience, education, department goals, location and types of benefits makes it much easier for any sized businesses to avoid wading through applications from unqualified employees and instead attracting those with the best fit.

How to Write a Job Description

Whether yours is a large or small business, start with clearly defining what you require for a position. Include not only the skills, demands and qualifications, but also anything unique about the position, such as if extensive travel is required, a Ph.D. desired or if there is a preference for someone who speaks multiple languages.

You also need to make sure your description includes the job title that accurately reflects similar positions within your industry. Your organizational culture should also be mentioned-corporate, casual, etc. Keep the job description simple, if you can-a few sentences at the top followed by bullet points to further explain the demands and requirements.

Other considerations include:

A job-posting template can simplify the process for you when letting the world know about job vacancies.

The Right Managers in the Right Place

Where to find employees is only a part of the hiring process. As an employer, you are charged with ensuring your leaders are in the positions that best suit their skills and personalities. In other words, someone who is more of an introvert surely should not head the HR department.

Similarly, a manager who is a valued extrovert, who is great at encouraging employees and making sure attitudes are positive, might not be the best person to run an assembly line that doesn't require a lot of personal interaction.

There are a number of tools that can help you determine the best fit for the best people. One of the best approaches is to assess a person's Emotional Intelligence (EQ). This helps you determine how well candidates deal with conflict resolution, their intentionality and their resilience. The lower a person's EQ score, the more likely the person is to burn out. Make sure you fully understand a person's personality-how he or she handles pressure, stress, demands, deadlines and, of course, people.

Managers and even employees who will work with prospective hires should meet them during the interview process. If there's a red flag, you want to make sure it's seen before you hire the person.

How to Match Workers With Right Jobs

Another result of a recession is a 'skills mismatch' among workers. This most often happens when someone is overqualified for a position but gets the job anyway. Overly qualified workers can become bitter of the lower-grade work and lower pay they face, and are more likely to leave for greener pastures.

The interview process is crucial for ensuring the right person gets hired. Managers must receive feedback from all the people who take part in the interview process.

Another benefit of having a prospective employee meet with those with whom they'll be working is that they get the chance to ask questions about the job and company in what's often a more relaxed setting than their time with HR or management. This can also allow the prospective employee to learn about some facet of the job or company that convinces them it would not be a good match.

Dealing With Bad Hires

If you do your homework to filter out potentially bad hires, then the chances you'll have to deal with a lousy employee diminish. But every so often, one will slip past and bring trouble to your company. Employers need to remember that it's the employees' responsibility to uphold your standards and conduct the work as required. If an employee doesn't, and you've exhausted whatever systematic helps you have in place (i.e. mentoring, actionable feedback, retraining), then it's time to wish the employee well and let him or her go with a termination letter.

It's a sad reality of business. But if you do all you can on the front end to hire top-notch employees, you can expect fewer negative experiences like letting people go.

Get started Start Your Job Posting Template Answer a few questions. We'll take care of the rest.

Get started Start Your Job Posting Template Answer a few questions. We'll take care of the rest.