Hiring new employees is a challenge that every company faces. Whether you're looking for full-time or part-time, entry level or senior leaders, there are a few things you can do to make sure your job listings are as attractive, and visible, as possible to your ideal candidates. Here's what we recommend:
Know what you're looking for.
Before you start looking, know exactly what, or who, you want. The first step in hiring the right candidate is knowing what “right” means for your organisation. Is it someone with a specific skill set? A particular personality type? The ability to work well with others? If there are specific qualities or skills that would be beneficial, list them out and make sure they're represented in all advertisements and job descriptions.
This doesn't have to be an exhaustive list of every bullet point that could apply to a position; just make sure that whoever reads the description of your open position will get an idea of what kind of person they'll need to hire in order for their role at your company to be successful.
Develop an attractive job description.
First, you'll want to make sure your job description is written in a way that makes it easy for candidates to understand. The best way to do this is by using a template, which will provide you with a structure for all of the key elements of your post. Here at James Andrews, we'll work with you to create a job description which highlights all of the key information you need candidates to consider, in a tried and tested, concise format.
Make it easy for people to apply.
You want as many qualified candidates as possible, so if you're advertising the position yourself, make sure you can find the job application form on your website and that it's easy to fill out. The form should be secure and accessible on mobile devices.
Enlist a specialist Recruitment Agency.
Hiring can be a very stressful and tiring process, especially if you're juggling this with many other tasks. After reading the 50th application and CV, they may all seem to sound the same and the thought of expending even more energy to interview the potentials can leave you feeling overwhelmed. So why should you consider remedying this by handing the reigns over to the professionals?
● Efficiency
The sheer time it takes to sift through countless applications and CVs, arrange call backs, contact unsuccessful applicants and interview, can be all consuming. Your valuable time could be used elsewhere, rather than thinking of key interview questions to determine whether you really do have the right person for the job. By delegating this process to those in the know, you are more likely to get the right person and in quicker time too.
● Quality candidates
Recruitment agencies have a vast pool of pre-screened candidates. They have checked all references and can ensure that any person put forward for the role in question is of high calibre and a suitable candidate. No time is wasted. Having professionals on hand with a wide database and network connections within the industry, is invaluable. It also decreases the risk of a bad hire. Employing the wrong person for the role is a very real scenario. They may say all the right things in the interview, only to be completely out of their depth when things progress. This can be very frustrating and will set you back significantly in terms of time and cost.
● Skill set
It may seem obvious, but recruiters are specifically trained to know the hiring market as well as how to communicate your business needs to a potential candidate. They should also have a proven track record of matching up clients with new hires. Although you may excel in your role, this doesn’t necessarily mean you have what it takes to speed read CVs and come up with top candidates. And although you may find someone suitable, you may miss obvious things such as whether they are a good cultural fit for your organisation.
● Negotiation
So, you’ve found your dream candidate, the interview has gone very well, and things look promising as you send out the contracts; but unfortunately, things fall through during the negotiation process. This can happen if the candidate is not happy with the salary or benefits. A recruiter can manage a client and potential employee’s expectations to ensure there are no surprises. With both parties aware of industry norms, there is a much better chance of a successful negotiation. Don’t let a great hire walk away over minor issues. Hire a recruitment agency and let them do the hard work and find you the employee of your dreams.
Advertise through multiple channels.
While it’s important to invest in your career site, the best way to attract qualified candidates is to get the word out about your job openings. You should advertise them through multiple channels, including social media platforms and online resources like job boards.
Take advantage of employee referrals.
You're probably already aware that employee referrals are a great way to attract top talent. According to the 2018 Talent Board Global Talent Trends Report, 85% of employees say they are more likely to refer colleagues than other sources such as job boards or career events.
With this in mind, it's important that you take advantage of your current employees' networks when hiring for new roles - and make sure you have a strong referral program in place at your company.
Here are some best practices for creating an effective program:
● Create clear expectations around how referrals will be rewarded and what behaviour is expected from employees who refer candidates (i.e., will they get paid? Will there be a formal system for tracking referrals?).
● Make sure that the referral source can easily share their contact information so candidates can get in touch with them about the job opening if they're interested in learning more about it.
● Ensure there are multiple ways for people on your team (both internal and external) who want to submit referrals on behalf of others; e-mail should definitely be an option, but consider adding text messaging as well so people don't have to go through multiple steps if they're out of the office or busy at work.
Keep your brand consistent across all channels.
When it comes to attracting the best candidates, there’s no such thing as too much consistency. You want to create an experience that gives people a consistent feel across all of your channels—your website and social media accounts included. That way, employees will be able to easily navigate through the different platforms and find what they need quickly. A consistent look-and-feel across these online properties also helps build trust in your brand and encourages visitors to stick around for longer periods of time, which can lead them down a path toward eventually applying for jobs with you.
Follow these steps to attract and retain top talent.
● Be transparent and clear about what you're looking for.
● Have a competitive package.
● Have a great culture.
● Show that you're invested in your employees' professional growth, which will show them that you care about them as people, too.
If you want your company to attract the best candidates, you need to know what they’re looking for and make sure it’s easy for them to apply. You can also take advantage of employee referrals and consistent branding across all channels.
