Get the Best New Hires with These Tested Methods

Hiring employees is a complex task. Getting your employment listing out into the open job market alone requires a certain level of expertise.

Even if you do get a large number of applicants queuing up to land a job in your company, whether or not they’re a good fit for your organization is another question.

Getting top talent to join your company is often the trickiest part of the hiring process.

Luckily, there are a number of ways to address this problem. Planning for getting the right hires shouldn’t be a strenuous task.

In this article, we’ll discuss a few tips that can help you find the perfect people for your company.

Sending Cold Emails to Candidates

The best people to hire are often hidden in a sea of other jobseekers.

Online job boards are filled with these people. Posting job vacancies in job boards is a sure way to attract plenty of attention, but you can possibly get overwhelmed by applications if your post gains traction.

Sifting through numerous resumes requires time and resources.

If you want to avoid getting swarmed by job applications, you can try a more direct way of calling out to quality hires. For instance, instead of publishing a general job post, you can try sending out cold emails to specific job hunters that catch your eye.

By doing this, you ensure that you keep your online presence within selected communication channels only.

However, before you can do that, you’ll need to know where those specific job hunters are first.

Online job boards will typically allow you to browse through profiles of different people so you can contact them personally.

LinkedIn is one website where you can make the most out of this method as the users on that website are mostly professionals with solid credentials. And if you’re looking for specialists to hire for short term projects, then Freelancer is a great place to look.

Take some time to browse through some profiles, and if you see the right person for the job, don’t hesitate to send them a message.

Using Referrals

Employee referral programs are excellent for boosting recruitment numbers. Your current employees can act as ambassadors for your company through these programs by spreading the word about any job openings you may need to fill.

Through referral programs, you can acquire new talent for your company’s network of professionals.

You can expect your employees to refer like-minded people for any job vacancy you may have since they already have a first-hand experience of what it’s like to work with you. Make sure to give these referrals a fair shot at the recruitment process whenever they’re available.

Additionally, you may want to consider contacting former employees too. Assuming you have a positive relationship with your ex-employees, you can ask them for referrals since they’re still technically a part of your network.

If your relationship with them is good enough, they may even refer people to you on their own.

You can also ask business friends and partners if they know anyone who may want one of the opportunities available at your company.

Using Attractive Job Posts

The way you write your job posts can often decide the results of your recruitment efforts. If they come out as too robotic, then it may cause some potential candidates to look the other way. If they sound too casual, then you may end up attracting the wrong kind of people.

Job ads are important to any organization’s recruitment effort. You can always send out multiple job posts across multiple websites or other media.

However, to make the most out of your efforts, try to create a convincing job post that can catch the attention of people you want to attract.

Start by writing a strong title. Include important details like the complete job name and extra details that can help make it stand out. Avoid using terms like “ninja” or “rockstar” as some candidates may tend to skip over postings with those keywords.

Once your title is done, proceed to the description. Include all of the necessary details that applicants need to know such as the responsibilities they need to perform and the benefits they can reap by working with you.

Any decent job ad should contain these two elements.

What separates a good ad from a bad one, however, is the language. The language you use in your job ads is the icing on the cake. From the tone of your writing to the words you choose to use—these are just some of the things that reflect your brand’s persona to your potential applicants.

Through language, applicants will be able to get a glimpse of what your company is like, so be sure that the message in your job post resonates with your brand’s persona.

Now, speaking of branding…

Conveying Employer Branding

Maintaining a good reputation among employees is one of the most important things that you should be focusing on. Your brand as an employer defines what the overall experience of working with your company is.

A strong employer brand can forge a good relationship between a company and its employees. It can help build a positive company image that can improve employee trust. This also means that a company can enjoy the perks of having loyal employees.

The benefits of having a good employer brand also extend out into the job market. People are more likely to join a company with a good reputation.

If your company’s reputation is already in a good enough spot, then you can capitalize on that by including your organization’s employer brand on your recruitment material.

Whether you’re using job posts or social media in your recruitment efforts, make sure to include the positive qualities of your company in your messages. Create a social media post about your company’s office culture, or mention some of the benefits that employees can enjoy if they join your organization.

Make full use of the qualities that make your office an awesome space to work in, and you’ll attract top talent in no time.

Discerning Top Talent

There’s no clear-cut way to hire top talent exclusively, largely since the definition of “top” remains subjective.

Targeting individual prospects can be quite taxing, and it can take more time as opposed to publishing job ads or other mass communication tools.

Often times, the best candidates are the ones who come to you. It might be difficult to discern the perfect employee from countless other applicants, though. And even if you do generate some traction with your job posts and cold calls or emails, you’ll still need to screen your prospects.

With all these to consider, it’s important to have an efficient hiring process from the get-go.

To make things easier, you can try setting specific criteria that your candidates should meet. You can do this by asking certain questions in your exams or during interviews; anything to help you learn more about your candidates.

Through proper screening and a well-structured interview, you’ll be able to sift through candidates more easily. With these in mind, you’ll have an easier time getting the best new hires for your company.