Most people would agree that running a business is no joke. To succeed, companies need the right people to help them get things going. What most employers soon realize is that finding exceptional talent is a little more challenging.
Employers don’t only need skilled employees with potential for growth; they also need team members who are in it for the long haul. Due to online and social media recruitment, the hiring process has become more advanced. So where should hiring managers begin?
Who better to ask than the experts in the recruitment field? In this article, we gathered some of the best hiring tips from industry specialists to help businesses improve their process of attracting talent.
Place Competitive and Transparent Offers
Steve Browne, Human Resources Executive Director at LaRosa’s Inc.
The compensation package is one of the main things that entice the best candidates to take on a job offer. This is why LaRosa’s Inc.’s Steve Browne urges hiring managers to offer competitive compensation packages that reflect the workplace culture.
We’re not just talking about salaries; we’re also referring to incentives, perks, and health and retirement benefits. Having the right mix promotes employee engagement. It shows potential recruits that the company cares, and employees are likely to reciprocate this in the long run.
In addition to providing the best remuneration system, Brown also believes that recruiters should be upfront and transparent about salaries, as doing so allows employers to negotiate less. Putting forward an attractive benefit package from the get-go already sets a company apart from the rest.
Widen Your Talent Pool
Laura Handrick, Workforce Analyst at Fit Small Business
Many employers limit their potential candidates by bombarding job descriptions with unnecessary qualifications. However, focusing too much on a standard set of requirements keeps companies from finding high-quality candidates who don’t exactly fit within a specific mold.
Laura Handrick of Fit Small Business urges employers to look beyond the regular sources of talent. College degrees, age, and work experience are mostly unimportant requirements. There are plenty of individuals out there who have the skills and the right attitude even without years of experience.
Cutting down on job requirements also promotes workplace diversity, which makes companies more attractive to potential recruits. A diverse work environment is more profitable, too, as an array of cultural backgrounds allows team members to think outside the box and solve problems creatively.
Market Like a Pro
Tarek Pertew, Chief Creative Officer at Uncubed
Hiring managers are no longer just recruiters who simply advertise job vacancies—they are also marketers. For Uncubed’s Tarek Pertew, marketing is now an essential skill in the field of human resources.
Most candidates are not just looking for a job, but a place to grow and develop their skills. Hiring managers now use the company’s social media pages to promote the work environment by posting videos and pictures of company events and casual office activities.
Knowing certain information, such as target audience and popular benefit packages, can increase the company’s visibility in the job market. Human resources teams also keep themselves updated on the latest recruitment strategies and hiring software in order to generate leads on potential employees.
Adopt Tried-and-Tested Strategies
Tim Sackett, President at HRU Technical Resources
Talent acquisition is still a top challenge among human resource professionals. Employers want cost-effective and efficient methods. However, it is not easy to come up with new strategies for hiring. Further, it is even more difficult to implement new ideas to an existing system.
For Tim Sackett, human resource teams don’t necessarily need to come up with new strategies every single time. Leaders in the hiring field are constantly researching on several recruitment initiatives that have worked tremendously on different kinds of workforce.
If these strategies are effective for others, then recruiters should not be afraid to adopt these methods for themselves. With a wider array of recruitment strategies, hiring managers should be free to share tips with one another.
Stop Looking for Perfection
Jonathan Clarke, Co-Founder at Morgan Jones Recruitment & HR Consultants
Sure, most employers have their vision of a perfect employee, but that doesn’t mean that they’d find that person. That’s why Morgan Jones Recruitment Consultants’ Jonathan Clarke advises hiring managers not to look for perfect candidates.
Employers who are set on looking for the ideal applicant would likely end up disappointed. Some hiring managers put so many qualifications on job ads that they end up not finding anyone at all. Moreover, candidates get discouraged when they figure that they might not fit the bill.
What employers should look for instead are skills, adaptability, and a desire to grow along with the company. Hiring managers should focus on creating a team and a culture that constantly yearn to improve. There’s more to an applicant than their résumé, so it’s better to look beyond that.
Encourage Employee Referrals
Laurie McCabe, Co-Founder at SMB Group
A 2017 benchmarking survey by SHRM shows that as much as 90% of large companies use referrals as their number one tool to source new recruits. Referrals can save companies hiring costs, as they likely already know about the company. It also lessens disruptions that come with orientation and onboarding.
For Laurie McCabe of the SMB Group, it would be advantageous for companies to turn their employees into recruiters by having them recommend their friends. After all, employees are already familiar with the company culture, which would make them a good judge for bringing in the best fit.
Incentivizing employee referrals is also a good way to boost employee motivation and morale. Some companies offer extra time off from work or free lunches, while others reward their employees with monetary bonuses. Whichever it is, employers should see employee referrals as hard work.
Create a Mobile Presence
Danielle Monaghan, Talent Acquisition Head at Amazon
Most of us use our phones for just about anything these days. Amazon’s Danielle Monaghan points out that even the baby boomers are using smartphones more than computers. One of the biggest challenges of recruitment is increasing visibility through smart mobile applications.
Smart mobile recruiting is a fresh and effective hiring strategy that grabs the applicant’s attention away from other online recruiting platforms. It also simplifies the process of hiring, conveniently notifying candidates of updates on their application status.
A strong mobile presence would also encourage younger people to apply. Hiring millennials would be advantageous to companies, as the younger workforce can offer fresh ideas that would resonate well with their generation, which also makes up the single largest consumer group today.
Hiring According to Experts
With new and advanced methods of recruitment, some hiring managers can sometimes get lost in the jumble. Seeking advice from experts in the human resource field is one of the best ways to gain insight into the current state of the hiring industry.
While hiring specialists may not have all the answers, they have the best ones that can help hiring managers grow their companies. Some classic nuggets of wisdom still work in the modern workplace, while automation is clearly the future of the industry.
Of course, there is no strategy that fits all companies. The right method still depends on the organization’s culture, target audience, and values. Finding the right fit may not be easy, but there is an array of options from which to choose.