Any good business owner will know that the foundation of a successful company is hiring talented, passionate employees to help the business run smoothly. But the catch is every company is looking out for the same set of skills and respects experience. The best employees often already have jobs and aren’t looking for new ones, or maybe your recruiting strategies simply aren’t up to snuff to attract them to your business in the right ways.
So how to ensure that it is your organization – and not your competitor’s – that gets in front of the best candidate out there? We have gone behind the secret of great organizations – known to hire and retain talent - and listed a few ways for you to rethink your recruiting solutions in order to find the top talent that your business deserves.
Your Brand Image Matters
No amounts of persuasive recruitment strategies are going to work effectively if the company trying to recruit them to has a negative reputation. A quick employee turnaround time, a major failed business transaction, or even a disgruntled former employee can affect the success of your ability to find new recruits. If you’re trying to develop your recruiting solutions when your brand image isn’t as good as it can be, you’ll find it a lot harder to engage top talent. You need to constantly maintain your brand—not just to help your business succeed, but to ensure that you’re attracting the right kind of employee, too. Thinking consistently about what kind of image your company is projecting is the first step to attracting the best employees to your business.
Remember: You’re Human
Great candidates look for workplaces that allow them to gain experience – both professional and personal too. While keeping a professional demeanor is incredibly important during the recruitment process, it’s also important to appear approachable and friendly during your first interactions with your potential new hire. If you focus too much on maintaining a business-like attitude, your candidate could be too afraid or nervous to ask crucial questions that could affect your interactions with them later. If either you or your new employee are unsatisfied with any of the terms you came to during the interview process, you can have major issues later on— possibly leading to the disgruntled former employee situation previously discussed. If you approach new hires with a professional yet welcoming attitude, they won’t be afraid to ask about salary, benefits, or any other important topics of consideration.
Know What You Need before You Start
Mapping out the different types of skills that you’re looking for in a candidate is a great way to start your recruitment process. It sounds simple—but many business managers get caught up in the intricacies of their recruitment solutions that they forget what they’re really looking for. To get the best candidates for the job, you need to outline exactly what role the new hire is going to take on, what skills they’ll need, and what responsibilities they’ll have. Having specific criteria outlined will attract candidates with specialized skill sets, and will help you to narrow down much easier and faster whether or not the recruit is the right person for the job.
Maintain Your Network
Even if your interview with a talented candidate doesn’t end up working out, it can be beneficial to keep in contact with that person on a professional basis. Full-time recruiters constantly maintain their networks of both active job seekers and passive candidates, so that it’s easy to dip into their vast pool of connections when needed. It’s important to develop these types of professional relationships to keep your network thriving—you never know when you might need their skills later on down the road.