For a company to be successful in its operations, it needs to have talented employees who can bring diverse abilities and knowledge. According to some research, 50% of human resource managers said they had open positions but couldn’t find qualified candidates for occupying them. Talent recruitment isn’t an easy process. Fortunately, some tips for Recruiting the best talent.
Here are some of them:
1. Plan Your Workforce
To understand the demand and supply of talent, HR professionals need to conduct workforce planning regularly. They need to focus on what’s taking place in the labor market and relate it to the company’s business goals. They should also concentrate on the services or products that the company is giving or planning to provide and the competition. Knowing these factors can enable them to find the right person with the proper knowledge to propel the company to greater heights.
2. Focus On Candidate Experience
It’s vital to give an outstanding candidate experience to your potential employees. If a prospect has a bad experience from an interview, your company’s reputation may be ruined. Candidate experience is the first interaction of a prospect with your company’s culture. Therefore, you need to design it skillfully and give the candidates the impression that your company cares about its employees.
This can be a good indicator, not just to the prospects, but also to the longstanding employees. A good candidate experience will enable everyone to know that your organization values every person at every level. It may even inspire your current employees to emulate your hiring standards in the future.
If your organization offers an excellent experience, even candidates who miss the job will talk positively about the interview. However, a poorly designed experience can leave a bad taste to the candidates and employees who made referrals. If this happens, your current employees who offer referrals may be reluctant to do it again. The projects you have don’t matter if you can’t esteem candidates properly.
Some ways that your company can increase candidate experience include:
- Arriving for the interview on time
- Giving an accurate job description
- Coming to the interview prepared
- Warmly welcoming the candidates
- Exchanging feedback with the prospects.
Having this checklist with you can help keep you on track and direct you on what to do to establish a good experience.
4. Offer Great Offboarding Experiences
Though offboarding may seem counter-intuitive, it’s essential to enable you to recruit talented employees. Not all employment relationships should end on bad terms. However, this greatly depends on how you offboard your employees. If you give your current employees a great offboarding experience, they may recommend your company to their friends. Past employees can be excellent sources of referrals for new candidates.
Therefore, if you have to offboard some of your employees, ensure you do it in an amicable way to allow them to be your potential ambassadors. Some organizations offer gifts of gratitude to the employees they’ve offboarded to thank them for the excellent services they provided. This way, the employees leave the organization on good terms with the owner and may still offer help where their services and skills are required.
5. Use Modern Recruitment Tools
Technology has come up with tools that can help you to enhance the effectiveness of your hiring and sourcing process, both on a small and large scale. Some programs can allow your company to host blind auditions. These auditions will enable you to judge the candidate’s performance rather than his pre-existing relationship with other companies, GPAs, and resume.
Often, excellent candidates have missed a job because they have low GPAs or don’t have a great resume. Blind auditions can help you identify candidates who may not be better looking on paper but most suited to a job position.
Other tools help organizations to draft effective and better job descriptions. Though this isn’t a top priority for most companies’ recruitment strategies, it’s one of the things that candidates see. These tools can help you eliminate unnecessary descriptions and language types that candidates may consider unappealing.
Some programs can also help you to get your job description to the perfect audience. Through their platforms, a single posting can be distributed to more than 100 job boards. They can also give you a platform for managing, screening, and social recruiting.
If your company is looking to establish internship programs, some programs can help you get recent college grads to apply for the internships. Based on your subscription choice, they can allow you to look for a few candidates or more. Since numerous tools are designed to streamline the hiring process, you need to thoroughly research to know which one will best suit your company.
6. Focus On Quality Rather Than Quantity
Top talents are more productive than other employees. Instead of focusing on hiring a larger workforce to do specific tasks in your company, it’d be economical and ideal to hire one of two people to handle the same functions.
Hiring one employee instead of five employees also reduces the number of people being interviewed. Through online tools and social media platforms, you can know the employees who can work together with your team to achieve better results. You may find out that spending extra effort and time in getting an outstanding candidate pays more dividends.
7. Ask Relevant Questions
If you aim to hire the most qualified candidates, you need to ask the right questions. Questions vary from one organization to the other. A list of interview questions for one organization may even be totally inappropriate for another organization. For example, asking a marketer programming questions may portray you as naive and unprofessional. Therefore, if you need a software engineer or a marketer, ensure you ask them relevant items related to their departments.
The Bottom-line
Hiring talent isn’t as simple as it seems. It needs you to begin by first portraying your company in a better way. You can do this by asking relevant questions, giving great offboarding experiences, planning your workforce, and focusing on quality rather than quantity. If your organization is reputable, anyone would want to work in it. If it isn’t, nobody would like to join your team.
