What will be the first step you take when one of your top performers resign? You will look for candidates who have similar skill set and experience to fill their shoes. Needless to say, it’s hard to find ideal replacements all the time.
So, how do you deal with this situation? With an efficient recruiting strategy, of course. The problem is that no holy book can guide the recruiters as each company varies on a number of factors when it comes to hiring.
Well, you can stop worrying as we have devised nine successful recruitment tactics that are instrumental to HR people worldwide.
The most important prerequisite for any company is a well thought out plan that is in alignment with its targets. Your objectives and goals should reach your workers without misinterpretation. It should clearly define the brand message and should lay out an outline of preferences that will aid in hiring the appropriate candidates.
#2 Work Culture
Showcasing your work culture is critical. You are giving out a teaser to prospective employees about how great working for your company is. It is also important to excite the candidates through the benefits that they may receive if they start working for your business. Happiness quotient of the employees should be highlighted. All employees want to work in an environment which is comfortable and conducive.
This will also play a great role in getting good referrals. Use exciting formats like social media to promote stories about work sessions and employees.
#3 Competitor Alert
When it comes to recruiting and employer branding the competition is evident. If a company executes a strategy successfully, there will be companies lining up to emulate their methods. The only thing that is constant in the market is change, and you should be well informed of the moves and policies of your competitors as well.
#4 Targeting Candidates
Always prioritize people in prime positions who are up for grabs. Candidates who are top performers in these fields should be targeted. You need to get your point across that your company will help in fulfilling their personal and professional goals. You should showcase the opportunities that the candidates will get in near future. When you target candidates, who are experienced and skilled while being consistent performers, the company as a whole draws benefit. This is a much more preferred option than hiring candidates who are looking for nothing more than change without any added responsibility.
#5 Sourcing Candidates
Employee referrals are the most useful sources for indirect recruiting. It has the capability to attract high performers. When employee referrals run dry, programmatic technology can be a good resource to find qualified candidates and quality applicants.
But it is important to recognize that while out-of-the-box generic job descriptions might save you time in the short term, it will deliver a lower quality of qualified applicants in the long term, ultimately not saving you any time at all. For example, the qualities, set of skills and the amount of experience you expect from a candidate who applied for an internship and your potential VP of sales will be entirely different. You can’t judge a fish by its ability to climb a tree.
#6 Objective Data
Emotions or standard practices should not drive your recruitment process. Instead, rely on accurate data for recruitment. This way, more true and qualitative outcomes can be obtained. Objective data also rules out chances of bias in recruiting. Mass recruiters also rely on accurate data because it yields valid results.
Once selected, interviews act as a platform for the candidates to choose whether they would like to join your company. So, the interview process should be given due importance. Type of questions, overall setting, and treatment of the candidate are the areas that should be taken care of.
Put yourself in the applicant’s shoes, before asking them important questions. The setting should be free from distractions and should provide a surrounding where the candidate can open up. Building trust with potential employees is important.
#8 Prioritize Job Openings
Prioritizing job positions can have a very positive impact on your business. This normally consists of jobs that can maximize resource utilization. These jobs yield the highest revenues and can aid rapid growth. Simply put, the most important jobs are the ones that should be your top priority.
#9 Remote Workers
A significant chunk of the workforce is mobile and even fancies working on the go. The demands of these distributed workforces should be met to obtain ample results. The recruiting process for people who want to work remotely should be drafted differently from the rest. This process should incorporate a bilateral consensus that promises to cater the needs of both the employee and the company.
It is important to understand that the tips listed above might not be entirely universal. It will vary according to the demographic, cultures, and the companies. The power and reach of social networks and technology are a huge driving force behind quality recruitment. So you need to focus on social media and take necessary steps. Make sure that you re-evaluate and re-asses changes every once in a while and keep yourself informed as the market always evolves.
Susan Smith is a writer at iDigic who mostly handles content related to social media marketing and using the social media platform to leverage brand awareness.