Finding good candidates for an open position isn’t hard. However, finding the best talent in culture and skill set can be challenging. While recruiters do all they can, the candidates you desire for your brand aren’t flooding your company’s doors.
As a result, you may find yourself at a crossroads regarding what to do in this situation. How can you get the right talent to come to you, and where do you start?
Below are simple, highly effective tips to help you recruit the best candidates for your brand. Here’s how to get started.
Know What You Want in a Candidate
Go back to the basics and know what candidate you’re looking for in your company. Though you may understand what you need for the job you’re hiring for, you may want to list traits they should have when aligning themselves with your brand.
Some of these characteristics might include the following:
- Positive attitude
- Learning agility
Most employers source candidates with only generic job details. Therefore, it’s essential to dig deeper into the job profile. Once you have a list of desired traits, make an extra effort to determine who is the best match.
1. Publish Captivating Job Advertisements
While you’re busy searching through a talent pool, candidates may be assessing which companies to apply to through various job portals. It’s vital that you post a captivating job advertisement on these portals.
Chances are high that a potential candidate will find your posting instead of overlooking it. It’s also best if you post these advertisements on social media. Many job seekers look at social media platforms throughout their job search.
2. Ensure Your Company Is an Attractive Place to Work
One of the best ways to attract candidates is to ensure you have a desirable workplace. New employees are likely to stick around longer and perform at their best when this occurs.
One thing that may help you stand out is if you offer flexible scheduling or remote work. A remote workforce can benefit your company greatly, seeing as some companies have had a 47% increase in productivity.
Additionally, professional development opportunities and a positive work environment should be something to offer. That way, potential employees know about your company’s culture before an interview.
3. Look Internally
Today’s job market is so overwhelming with potential candidates that it can be challenging to know where to begin. Sometimes, the best place to start is by looking within your company.
Before you post any job advertisements, assess your current employees to see if there is any interest. Doing an internal search keeps your team unified and helps you find the right talent for your brand quickly.
This means less time wasted and saving money on recruiting and interviewing.
4. Try Referral Programs
Using your existing talent is a great way to find other top talents for your organization. It’s more likely that they may know someone similar to how your team works.
Therefore, it may help if you introduce a referral program. Letting your employees spread the work to a circle of their network with the same characteristics makes it much easier to find the right talent.
If they give you referrals, you can ensure you offer added benefits as a reward and maintain encouragement.
5. Communicate Your Expectations
Communication must be two-way for a company to hire successfully. As an employee enters a new company, they may have expectations in terms of perks, salary, culture and work.
While you’re interviewing, ensure you make your expectations clear from the beginning. Right before you onboard, it also helps to make sure they understand what you hired them for and what you expect from them based on their position.
6. Implement Testing Based on Your Company’s Process
Every company has its own culture. Some are liberal, while others are strict in rules and project delivery.
You know your company best, so keep the work process and company environment in mind while choosing a new team member.
You can implement a few tests to see how they perform. Doing so allows you to take the time needed to identify their ability to fit within your organization. Start by creating test formats that include technical and non-technical tasks based on the open position.
Ensure you pay attention to their delivery and timing, which may not be preferable to them, and note how they react when they take on challenges.
7. Pursue Online Communities
In addition to job boards, another good avenue to take advantage of is online communities. However, it’s best to look for the right places before posting.
For instance, suppose you have a tech position you need to fill. Posting within a general community gets you people with broad skill sets. However, sites like Github, Dribbble and Reddit have millions of profiles in the tech community.
Posting in places like these will attract the right talent for the position.
8. Niche Job Boards
Instead of posting on large-scale job boards like Indeed, a niche job board makes a better alternative if you’re looking for talent in a specialized position.
For instance, if you’re looking for talent in the retail sector, you could post on job boards like AllRetailJobs. Leveraging niche job boards will provide you with various qualified candidates, helping you make the most informed decision.
9. Monitor Your Recruitment Process
The most important way to source the right talent is by keeping track of the recruitment process, analyzing it and optimizing every step. Monitoring helps you improve the process and incorporate necessary features during your search.
Thankfully, technological advancements have made it easier to track the process. The data you store allows you to learn how many applications you need, where you should search, and areas you need to improve.
Finding the Best Talent for Your Brand
Finding the right talent that aligns with your brand can be challenging. But with the right processes, tools and sources, you can make it easier to find the best candidates. Be sure to use the above tips to identify the best fit and use your gut instinct when deciding to hire anyone.