How to find the perfect candidate for your open role

Whether you’re a recruiter, a hiring manager, or a business owner, finding the perfect candidate to fill your vacancy is not always easy. In uncertain times, hiring and recruitment are even more challenging.

If you relate to that sentiment, you’re not alone. Our Talent Trends report revealed that over a third (34%) of organizations struggled to hire over the last year. From receiving too many or too few qualified applications to carrying out multiple rounds of interviews, engaging your ideal fit can be a hassle.

The good news is that the right candidate is out there—it's a matter of how you pursue them that makes the difference. The following hiring process steps can help you find and secure the best candidate for the job before your competitors do.

Know who to look for

First, determine why your open role exists. Maybe you’ve identified a skills gap, need more help to handle the workload, or need to backfill the position.  

Next, figure out what type of professional is the best fit for the role and team. You might consider background, education, personality, technical skills, and experience level. Outline your must-haves and nice-to-haves but try not to get carried away with an extensive list, which can actually turn qualified candidates away.  

At this point, you should have a clear idea of what kind of professional you want for the job, making the following steps easier.

Your job description matters

Your job description is the first impression candidates will receive of your open role, so sharing the right information is crucial. Consider the following points, using your perfect candidate as a guide:

• Be specific by avoiding vague terms and titles
• List the role’s key responsibilities and regular tasks
• Share how the role will contribute to the company mission
• Include a salary range and benefits offered

Need help setting salaries for your open roles? Download our 2025 salary guides.

Determine how to find your ideal candidate

Think about where you’re most likely to find your ideal candidate. Online job boards and career sites are a pretty safe bet. Professionals who frequently update their profile with new skills and projects suggest initiative and self-motivation.

But don’t limit your search to the most popular platforms. Posting your job ad on industry-specific sites can connect you with the right professionals.  

Have an open role? Upload a job description and start connecting with industry professionals instantly.

Additionally, consider whether you should target passive candidates—professionals who are not actively looking for a new job. This type of candidate could be preferable as they likely don’t have competing job offers or the urgency to secure a job. As a result, you have more time to build a connection with them.  

Mind your time to hire

It’s natural for hiring teams to spend time debating about the best person for the job. But the longer you wait, the more you risk missing out on qualified candidates.  

Instead of allowing your jobs to remain open for months, take steps to streamline your hiring timeline. Some tips to improve your time to hire:

• Proactively define your ideal candidate with the hiring team  
• Follow a structured hiring process
• Reduce interview steps if possible, particularly for junior to mid-level roles
• Keep candidates on your shortlist engaged  

Learn more about the best practices when interviewing candidates.

Leverage help from experts

Sometimes you need someone to play matchmaker. A recruitment agency can give you access to a bigger applicant pool, minimize hiring risks, and facilitate the hiring process.  

At Michael Page, our recruitment consultants provide tailored solutions to help secure your dream employee. Start a conversation about your hiring needs.