How to Secure Top Talent for Your Business
Is your business looking to recruit hard-working, talented employees? Any good business owner or executive knows that a company is only as good as the people who work in it, whether in the office or working from home. The success of your business many times rides on how experienced and dedicated your team is to producing high-quality work. They have to love what they do and be good at it.
As you aim to assemble your team of rockstars, there are several things you need to consider in order to ensure you are hiring the very best of the talent pool for your open positions within the company. Almost three quarters (72.8%) of employers are having a difficult time finding skilled candidates and 45% of employers are concerned about finding employees with the necessary talents.
Why is that? Luckily, we’re here to answer that question with some advice on how to make the recruitment process run much more smoothly for you and your company.
1. Invest In a Recruiting Company
The first tip is to consider investing in an experienced recruiting company that can help you hone in on the talent you are looking for. In many ways, organizations can only be as strong as their executive leadership. This is especially true if you are looking to hire executive leadership for your company, such as a Partner or Vice President.
For example, if you are conducting an executive search in Minnesota, you want to look into hiring a recruiting agency that specializes in regional, top-tier recruitment as opposed to a larger, more general recruiting agency. The value comes with hiring a group that is focused on the skillset, industry, or seniority level of the position you are looking to fill.
2. Invest In HR Technology
It’s 2020, meaning there is plenty of new technologies being rolled out to make our professional lives easier. This is true for the human resources industry as well. More than a third of HR departments plan to invest in new technologies in the next year to assist in the acquisition and management of talent. Artificial Intelligence (AI) recruiting technology is going to be the biggest game-changer this year..
3. Improve Communication With Applications
Starting with the job description, you should clearly state what the role entails and how your company is a perfect fit for this prospective candidate. Be sure to include any benefits and perks of being with the company as well as a necessary list of qualifications and background experience. Outline what the day-to-day operations of the job are.
Finally, include contact information and encourage applicants to get engaged with your company on social media. Most candidates will no longer wait for weeks for an email reply to a job application– and they shouldn’t have to either! Some companies have now made their recruiters immediately contactable via social media messaging apps (such as Facebook Messenger), or live chat built into their company website.
In this competitive hiring market, employers are now expected to be more responsive to their applicants, to ensure the best ones don’t slip through their fingers. This allows them to address any questions potential candidates may have about open positions or discuss roles informally before they submit an application. Communication is key, and proactively reaching out to prospective applicants on your website can be an effective way to entice people to join your company.
4. Double-Check Candidate Information
Once you’ve found your new prospective employees, the challenge is onboarding them swiftly, but also safely– by verifying their details, including their identity and education credentials. Having accurate education qualifications is essential when assessing recent graduates, as they are likely to have limited work experience.
Background screening can help businesses uncover misrepresentations in resumes, particularly in relation to fabricated or altered education qualifications. By implementing a thorough screening program, businesses can make sure that they are hiring candidates that have been truthful, and have the skills and qualifications stated on their resumes.
5. Treat Each Candidate Like an Employee
Whether or not you choose to conduct an interview, or eventually hire a candidate, every interaction you have with an applicant should be a genuine reflection of your company and how they would be treated. You should act as if their your employee already, as this shows them the level of respect and attention you give to each individual who has shown interest in your company.
Even if you only ever get to communicate with the candidate via email or phone, it goes a long way in positioning your company as one that is friendly and open to newcomers. You want to build a name for your company that makes others want to apply or keeps you in the back of the mind of others who decided to take their talents elsewhere.