Attracting qualified job candidates is only half the challenge when it comes to hiring top performers. You may be tempted to quickly fill an open position with the first person who meets the job requirements. You would, however, dig deeper and look for a variety of “soft skills,” such as personality and attitude. You must also be aware of the characteristics that distinguish average candidates from exceptional candidates.
You want employees who will fit your company’s culture and make long-term contributions to the company if you’re successful.
Recruiters and HR professionals face the most difficult challenge of all: finding suitable job candidates. Companies used to post job openings on job boards and wait for the right applicant to apply. That has radically changed in recent years. Recruiters must have well-thought-out recruitment and hiring strategies. If you want outstanding job applicants today, you must follow these guidelines.
1. Create a Broader Job Vacancy
In terms of the profile, business history, pay scale, and career opportunities, job seekers look for consistency in job ads. As a business owner, you should make sure that every necessary detail is included in the job application. Make it clear what the job entails and how one will benefit from the position.
You can make a job posting stand out in a variety of ways. You will need to Define custom workflows that detail how your workers maintain a healthy work-life balance and the benefits to which they are entitled. It’s a good idea to express these benefits with a short video or a link to the company’s career blog.
2. Cultivate a Good Workplace Culture
Job boards alone aren’t always sufficient in attracting the best candidates for your company. In that case, an ATS would be appropriate (Applicant Tracking Systems). An applicant tracking system (ATS) streamlines your hiring process by creating a candidate database, sending them bulk messages, rating and organizing them, and storing information about them.
An application process screening tool is one of the essential ATS features. It allows you to screen potential employees for information about their history, education, and personal details and ensure that their information matches that on their CV. Some ATS software provides resume parsing tools To aid in the process. Some of the best ATS include:
- Breezy HR
- Zoho Recruit
3. Implement An Employee Referral Program
Great people have a habit of associating with other accomplished specialists. Although many workers may already be communicating open positions with qualified contacts in their networks, a well-designed employee referral program may inspire even more of them to refer to the best talent they know. Consider offering bonuses and competitions as incentives for referrals to increase interest in the program.
4. Take Advantage of Social Networks
The majority of hiring managers are increasingly using social media to find great employees. 95% of businesses polled said they recruited people through LinkedIn, with 24% citing Facebook and 16% citing Twitter. Social media can also be used to form meaningful connections with passive candidates.
5. Innovate With Your Recruiting Process
You will receive several hundred applicants per position, depending on the company, industry, and, most importantly, the recruitment strategy you use. While this is a commendable outcome, it could be better. For example, Toggl receives about 1,500 applications per position, not because of the quality of the product, though it doesn’t hurt.
Toggl no longer uses resumes as a method of recruiting and instead relies on hiring tests. You can do the same thing and make it super simple to apply with only a few clicks. As a result, you may receive five times the quality of applicants. Additionally, try something new and innovative with your recruitment. Your chances of receiving better quality candidates rise as long as your procedure stands out from the crowd.
6. Re-engage Qualified Past Candidates
It’s common practice to inform job seekers that their resumes will be kept on file for future consideration. When looking for someone similar to them, however, most employers do not reach out. Rather than telling applicants that “we will call you,” actually do so. Seek out previous finalists and those who have previously contacted you about open positions to see if they are still interested.
You might pique their interest once more, or their positive experience with you might lead them to refer to a qualified friend or coworker who is looking. Regardless of their response, you’ll have a better chance with this warmer market than with candidates whose resumes you found on a job board.
Recruiting ideas are limitless and challenging to come up with, but the time and effort you put in will pay off when you hire top talent for your company. As a recruiter, knowing how to find the best candidates for your company speeds up the process and increases the likelihood of finding excellent long-term employees.