Develop your image before someone else does.
As a brand, it is crucial to build an identity that tells the story you want customers and potential employees to hear. If you don’t, you run the risk that someone will create a narrative for you — and it might not be a positive one. Make a career site that accurately showcases your work culture, your operations, and what makes your organization unique and desirable to potential candidates.
Your message needs to permeate your marketing materials. This includes social media profiles, interviews, commercials and sales materials. These are all points of reference for a potential candidate. When you create a unified brand identity through these channels, you generate a strong image among prospective hires and offer a more accurate picture of what it’s like to work for your company.
Take advantage of employee referrals.
Companies both large and small rely heavily on referrals as a source of new talent. In fact, according to a 2016 SHRM survey, 96 percent of companies with over 10k employees and 80 percent with fewer than 100 workers say referrals are their #1 source of new hires. Present employees are likely to recommend good fits for your company, because they are already familiar with your work environment, and know that the quality of the people they recommend will reflect on them. Don’t be afraid to talk to someone on referral – it might be a great match!
Offer clear and competitive compensation.
Your total compensation package should be competitive with your industry and the position you are hiring for. Make sure that you emphasize what sets you apart from everyone else and the things you can offer which other companies can’t. Make sure you don’t saddle your employees with any unwanted surprises: be transparent about what may be lacking in your offering and don’t try to obscure it. Clarity on compensation, benefits and drawbacks will decrease negotiations and cut the time to hire. The more upfront you are about what compensation you offer, the better a chance you have of finding a new hire who will be happy and grateful in the long run.
Embrace flexibility and hire more part-time employees.
If the full-time talent you seek is difficult to find or excessively costly to hire, meet your company’s needs with part-time employees. With the advent of the gig economy, there are thousands of talented workers looking for part-time work, so you shouldn’t have much trouble finding people to take on these roles. Part-time work can also be a great way to take on employees on a trial basis, and if you like the work they do, you can offer them a full-time position. But if you do choose to make full-time workers out of part-time ones, don’t punish them if they decide to move on and try something else. View it as doing you a favor; if they didn’t like working for your company enough to stick around, they probably wouldn’t have made a good fit in the long run.
Develop a strong talent acquisition network.
Developing relationships with talented individuals in your field. This strategy can help you build a pool of potential employees long before you need a new hire. One approach is to create communities through social media or to host industry events at your office. You can also sponsor events related to your field, or have your company attend conferences. These methods allow you to make personal connections with people that one day might want to be part of your team.
HR metrics has grown more accurate and sophisticated each passing year. While hiring a full time data analyst may not be necessary, make sure you’re equipped to measure and understand your recruiting efforts. Analytics are key to knowing which methods work, and which don’t. Understanding data will help you avoiding repeating failed approaches and help identify successful ones. This results in your company developing hiring practices that work specifically for your brand.
Keep it personal.
Technology has fundamentally changed the way people get hired. Automated processes can help speed up hiring, but the personal touch of a call, email or office tour should not be overlooked. Individual responses show a potential employee that they are joining an organization that is attentive to the needs of employees as individuals. It also gives candidates confidence that their career will flourish after joining your team.
Simplify the application process.
Nobody likes complicated paperwork. Daunting application forms result in the loss of top applicants for this very reason. Negative word-of-mouth assessments about overly complicated processes or bad reviews on websites may harm your brand. Companies can even lose money from abandoned applications if they are operating under cost-per-click recruiting models. Keep it short – an application that only takes five minutes is guaranteed to keep candidates engaged.
Mobile, Mobile, Mobile.
These days, almost everyone has a smartphone. Mobile is a major source of traffic for many parts of the web, and the job-hunting arena is no exception. Leaders in the recruiting field say offering candidates a clean, well-branded mobile presence is a basic requirement of an effective hiring strategy. Once that’s in place, you can focus on ways to grab their attention and differentiate your job opportunities.
Don’t shy away from remote employees.
Top tier candidates often have many opportunities at hand, and will turn down jobs that want them to move somewhere they aren’t interested in living. You can make your open positions more attractive by offering them as remote jobs. Consider filling positions that do not require personal interactions with customers and colleagues with remote workers. Don’t forget to invest in tools that will help you manage your remote workforce, such as video conference solutions.
Build relationships with colleges and high schools.
If you aren’t finding the skills you need in the talent acquisition open market, try working with institutions of learning to co-create a curriculum in return for gaining the first shot at new graduates. Hiring workers right out of school can come with some advantages; As their first employer, you have the ability to shape their work habits and mold them into an ideal employee.
Hire more recruiters.
Don’t skimp on the budget for talent acquisition. Instead, treat money spent on recruiting as an investment in the future. Companies that fail to hire good quality workers will fail overall. Make sure you have enough recruiters on your team to effectively fill open positions, and hire more if you need to! Companies that adopt this belief will attract the best and brightest candidates.