Despite the abundance of electronic job boards, social media platforms and behavioral assessment tools, finding the right talent is a labor-intensive process. While there's no one-size-fits-all solution for recruiting, there are tangible steps that can significantly enhance your recruiting efforts.

Here are 10 tips to improve your recruiting:

1) Define the position. Before posting a job, ensure a thorough understanding of the role's responsibilities and required skills. Compile these into a list of “key accountabilities," prioritizing them based on importance and time commitment.

Providing an in-depth analysis of what the position requires will allow you to later benchmark candidates against those requirements, taking the guesswork out and ensuring the highest probability of candidate success.

2) Research job board options. Explore various job boards to find the most effective platform for your posting. While popular options like Monster and CareerBuilder exist, consider more targeted alternatives. Seek advice from industry colleagues, explore industry-specific LinkedIn groups, or use platforms like Indeed and ZipRecruiter strategically.

When posting a position, keep the job description short and easy to read. And ensure your applications are mobile-friendly, since many candidates will complete them on their phones.

3) Outsource legwork. Whether enlisting the help of a colleague, intern or consultant, leveraging others and their unique skills can streamline your tasks. The labor market continues to be tight, so simply posting a position online won't get the desired results. It's important to utilize active sourcing approaches, to network and to get current employees involved in sharing the job.

4) Structure your screening. View every interaction with a candidate as part of the screening process. Assess responsiveness and communication skills, because they can be indicative of a candidate's professionalism. If a candidate's performance is underwhelming at any stage, consider it in the overall evaluation.

5) Implement behavioral testing. Embrace behavioral testing as a crucial element in the recruitment process. Allocate one-third of the hiring decision to behavioral testing, emphasizing comprehensive assessments that align with Equal Employment Opportunity Commission standards.

6) Use behavioral interview questions. During face-to-face interviews, focus on behavioral questions to understand a candidate's past performance. Questions like “Tell me about a time when..." or “Give me an example of how you..." provide insights into a candidate's actions in previous roles.

7) Employ panel interviews. Opt for group interviews involving at least two interviewers. This approach allows for collective observation, discussion and comparison of candidate responses, promoting a more comprehensive evaluation compared to one-on-one interviews.

8) Plan questions in advance. When conducting group interviews, plan questions in advance and assign specific areas to different interviewers. Maintain consistency by asking the same behavioral questions to each candidate for fair comparisons.

9) Avoid bias. Guard against biases, both positive and negative, that may influence candidate evaluation. Stick to the job description and assess candidates solely based on the outlined requirements, avoiding personal preferences that may cloud judgment.

10) Don't settle. If unimpressed with the candidate pool, resist the urge to settle for the best among unqualified candidates. It's crucial to remain excited about potential hires. If necessary, restart the search to secure the right fit—saving time and resources in the long run.

Remember, the hiring process is not just about filling a position, it's about finding the right person who can contribute to the growth and success of your organization.

Lisa Ritchie is vice president, recruiting and talent selection, The Workplace Advisors. The Workplace Advisors is the endorsed HR partner of Big “I" Hires, the Independent Insurance Agents of Virginia, Big I New York and Big I New Jersey.