Looking for Qualified Candidates? Our EFBC Members Share Their Best Tips for Recruitment

Recruiting and hiring qualified candidates, that fit the culture of your organization, can be challenging. Whether your organization is experiencing turnover, potentially from retirements, or experiencing growth, being able to find the right people for the job takes a successful recruitment strategy in order for your business to succeed.

If there is one thing that all EFBC members have in common, it is brilliant minds. And whether it’s through forums, roundtable events, or one-on-one conversations, the beauty of EFBC is that our individual experiences are shared with other business owners and team members. Utilizing our community, we reached out and gathered the best tips, shared by members, on strategies, tips, or tricks, they have found successful over the past year. The following is what they had to say:

  • Alex Argianas, Argianas & Associates – Putting homework in the job posting. It has weeded out everyone who doesn’t follow directions. In our job postings, we will include a simple direction for them to follow such as sending an email to us with their favorite Chicago building and asking them to identify some grammatical errors in the posting. So far, I’ve had one person who successfully completed it, everyone else has not. To be honest, I’ll never go back to not having that in my postings, no one reads! And if no one is reading, then you know for sure that they’re not taking it as seriously as you may, and/or, they’re not really wanting the job that bad.


  • Rachel Bossard, Burke, Warren, MacKay, & Serritella, P.C. – We do our best to convey what sets our firm apart from the rest. When candidates hear a common theme from several people, it really resonates.


  • Kim Schrader, Vaxcel International Co.,Ltd. – Our strategy is to have multiple resources to recruit candidates. This could be agencies, employee referral programs, postings on Indeed, LinkedIn, other sites, and looking internally. Also, know the characteristics and skills you are looking for and hire a candidate that fits both. We have found that both culture and skills are important, and we take our time to find the right candidate.


  • Sara Curry, Interra Global – Hands down our greatest success rate has been from employee referrals. Our team knows best what type of individuals and skillsets can thrive and likewise help our company grow. We tell our employees not to think about any position we may or may not be recruiting for. Instead, explore their network and focus on a potential candidate as a good culture fit. If they are a good fit and we like them, we will find the position. We have an employee referral program, but more importantly, we continually encourage everyone to take ownership in helping grow our team.


  • George Karavattuveetil, Psyched! – Be very intentional and clear in communicating your organization’s values in recruitment efforts. These are the “must-haves” and not the “nice to have.” They provide the critical foundation for job descriptions and role success, integrated into every aspect of the organization. If it’s RESPECT, how does it show up on a daily basis? If it’s ACCOUNTABILITY, how will it be recognized? The potential candidates who have or want a culture driven by the identified values will be attracted and excited. While the ones who don’t will increasingly be repulsed. It’s your choice what you present to the world!


  • Amanda Baker, Performance Plus – Each candidate is there to sell themselves as the “best candidate” however, if you don’t have someone who can “talk shop” with them, we may be wasting time and money on training the wrong candidate. We are usually experts in people, not their skills. Additionally, the first interview will be the “best” you will ever see them so, if you ask them back for a second interview (maybe to talk shop with the manager) you will see how they present themselves. If it is the same, you may have a good fit, if they have become more relaxed in the presentation of themselves, take that into consideration.


  • Tracy Olsen, Nova Fire Protection – This past year we have tried to involve more stakeholders in the interview process. Previously, a new hire was onboarded and only one person outside of HR was involved. Involving others has allowed roles to be more clearly defined and expectations are set across the board. The collaborative and transparent approach is definitely a game-changer for us.