Stop recruiting under fire.
So much time is spent looking for good talent to fill crucial roles within a company. Whether it’s a new position or replacing an old employee, it can take months to find the right person. It’s tempting to use recruiters to put out fires and go on a mad scramble to find talent when there is a sudden vacancy. However, this strategy may well end up costing you even more time and money down the line.
The best recruiting strategy is one that is designed for long-term results. Having a clear guide map will help you attract and keep the best job candidates.
Here are 7 tips to help you develop a recruiting strategy:
1. Establish your business and HR goals in concert
Recruiting goals must be determined along with your corporate strategy. Make sure you are looking for employees who fit your company culture and goals. Start by reviewing your business plan and strategies – your hiring strategies should mirror those goals.
2. Treat great applicants like you would a great customer
You give special attention and consideration to your best customers. Your sales force stay in touch to see how they’re doing, follow up on the last sale, and schmooze when necessary so that when it comes time, they can make the next sale. Use the same mindset when trying to attract top talent. According to BetterTeam.com, “Treat your recruitment strategy like you do your marketing and sales funnel. If you receive a high-quality lead, would you wait 3 days to call that lead? Then don’t do that to a high-quality candidate…You should move heaven and earth to accommodate that candidate, impress them, and treat them to a great hiring experience.”
3. Create a strong company brand
If you want to bring the best talent to your door, execute a good corporate branding strategy. Employer branding is both a long-term recruitment strategy as well as an employee retention strategy.
When developing your company brand, you’ll need to ask yourself a few questions:
- What are your core values?
- What is the company structure?
- How do you reward or recognize employees?
- What kind of career advancement is available?
- What kind of work/life balance do you offer?
After you develop the corporate strategy, incorporate it everywhere, from in-house offer letters and welcome emails to marketing materials on the internet, radio, video, press releases, college campuses, trade shows, and job fairs. And don’t forget to include your direct recruiting efforts.
4. Use social media to develop a deep talent pool
Social media has become one of the most important aspects in creating a good pool of job candidates. However, it’s not just about posting jobs. According to SmartRectuiters.com, “It’s about fostering engagement. You want to turn followers into “likers” who are DYING to work for you!”
The idea is to build relationships with your followers, even those who may not be actively looking for a job. You never know when their circumstances will change or they will want a new challenge.
5. Build good relationships with universities
Building a University Relationship Strategy is essential for finding young, hungry, talented candidates on the hunt for that first job. The same SmartRecruiters.com article states, “It’s a great source for filling entry-level positions and it can increase diversity hiring.”
6. Look to your own employees
Chances are your next hire could come through an in-house referral. Your current employees are a possible treasure trove of potential candidates. Not only are they likely to know great talent, they also know best what is required of the job since they understand the day-to-day operations of your company. “Create a robust employee referral program that rewards those who recommend a new hire…The hiring process usually goes much faster when the candidate is a known quality and those who come by recommendation have higher retention rates.”
7. Review your job postings and descriptions
Are your corporate strategy and goals apparent in your website? Does the careers page reflect the corporate branding you’ve developed? If not, make a change. Remember, your website is often the first point of contact with job candidates. It may even be the first time they’ve heard of your company.
Also make sure your careers advertising is really doing its job. The job description can’t just be bullet points or a dry rundown of education requirements and “skills.” Your job posts need to reflect the company brand and culture, while giving an adequate description of what kind of personality the job really requires.
With these essential tips, you can develop your own long-term recruitment strategy. At Mankuta | Gallagher we can help you make the right connections for your next hire. Contact us today so we can help.