The ability to tell your customers story is key. If you don’t tell your story, someone else will - which may not be a narrative you want. Having a career site that adequately shows your people, your offering and what makes your organization special to potential candidates is a great start.
This message needs to also flow through your marketing materials. This includes social media profiles, interviews, commercials and sales materials. These are all points of reference for a potential candidate and so they must all align with your brand. This creates a strong image among prospective hires and gives a image of what it’s like to work for your company.
96 percent of companies with 10k employees or more and 80% of those with fewer than 100 workers say referrals are their #1 source of new hires. This is according to a 2016 SHRM benchmarking survey.
Your total compensation package should be competitive with your industry and company type. Make sure that you emphasize what sets you apart from everyone else. Identifying as a unique brand and being able to define your image (see the first tip) is what will primarily attract the best talent. The flipside is that you also need to be transparent about what may be lagging in your offering. Transparency upfront on compensation, what makes your company great and what your company needs to improve on will decrease negotiations. It will also land you the most ideal person for the job.
If the full-time talent you seek is difficult to find or excessively costly to hire, fill each open position with multiple part-time employees who have embraced the gig economy. And don’t punish them if they decide to move on and try something else. Many times part time employees will turn into full time employees. They will also leave if they decide that your organization or the role they are placed is not what something they want to pursue before you or the candidate makes a full time commitment.
Developing relationships with potential new hires long before a job opening is available, or the candidate is actively seeking a new opportunity builds your database of talent. One approach is to create communities through social media or holding industry events at your office that engage a candidate community. Through this method candidates can learn about your company and see current employees in action.
HR metrics has grown dramatically. While hiring a full time data analyst / scientist may not be necessary, having an understanding and ability to measure the effectiveness of all of your recruiting efforts is key to knowing what works and what does not. Avoiding repeating a failed approach or repeating a successful tactic will make all of your efforts more effective.
Technology has changed the way the world hires and how people get hired, but the personal touch of a personalized call, email or office tour should not be overlooked. These personal touches show a potential employee that they are joining an organization that is willing to do something specifically for that candidate. It also gives a potential employee confidence that their career will flourish after joining your team.
Daunting applications result in the loss of top applicants, among other problems. For example, negative word-of-mouth assessments about overly complicated processes or bad reviews on ratings websites may harm your brand. And companies can even lose money from abandoned applications if they are operating under cost-per-click recruiting models. Keep it short - five minutes is about right. Keep it fast and make sure that it works on mobile devices.
Speaking of mobile, recruiting leaders 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.
The relocation battle in talent acquisition has begun, don’t fight it. Top tier candidates have a myriad of options and many of them will opt against making the candidate to move to pursue the opportunity. So, expand your applicant pool and your company's footprint. To start with a remote workforce consider filling positions that do not require personal interactions with customers and colleagues. If you decide to move in the direction of having a remote workforce also plan for managing those remote employees. Consider investing in dedicated remote video conference solutions.
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.
Talent acquisition budget should not be cut every time their is a budgetary review. Much like organizations invest in their equipment and offices, hiring is an investment in the future. Companies that adopt this belief will attract the best and brightest candidates.
Now that you know the talent acquisition must-do's head over to our resource focused on the leading recruitment tools for 2018. Learn how to use these tools and get a leg up over your competition.