Searching for workers but wanting to avoid the hassle of going through resumes of applicants who don’t qualify? Ideally, it is the aim of the employers to hire a pool of the highly qualified applicants who are highly skilled and the passion for the work.
To do this, you need a lot of reviewing, selection and get 10 % of those who applied. Don’t forget the rest of the process- phone interviews, tests and face to face interviews. With this tiring process, how are you to entice the best of the best?
Outline and link your specific needs from the start. Then, with a tight deadline you are to Develop relationships with potential candidates and you need to fill a spot. Here are tips on how to acquire the best candidates for your company.
#1 Capitalize on Professional and social networks.
One important career development skill you had to learn from the start is far from recruiting the best of the applicants. The variance simply is that you have created a strong network of industry contacts among others. This gives you a linkage to tap into searching for recruits who are best fit for your company.
Plus, you have access to your employee’s networks. Through employee referral, you are helping your colleagues increase their access to work opportunities and resources. They will be happy to assist you getting the right candidates. Inspire them to not only network but also participate in conferences, trade shows and industry groups. As a matter of fact, sponsoring such events will benefit your company.
Be prepared with a contact plan to systematically reach out to preferred candidates with job description and information online, through email, mail and fax. Motivate employees to send an email of a possible candidate in their network as they will better fit the company culture.
Generally, companies and recruiters use social media as a hiring tool. Know this that:
85 percent of recruiters use LinkedIn.
55 percent of recruiters use Facebook.
47 percent of recruiters use Twitter.
To illustrate, Twitter lets you to take advantage of hashtags, and other social media platforms, such as Snapchat, offer unique snapshots into company culture as a recruiting tool. While many companies are posting directly on their page with real contact information to reach out to a live person on staff, Facebook lists jobs as other job search engines do.
#2 The best recruiting platform is your website.
You might be missing on an easy and effective recruiting solution because probably job seekers particularly, new graduates are checking on your website right now. They are also encouraged to looked for companies thoroughly as much as the employers are checking on candidates.
Your websites should show helpful information for job seekers like projects you are currently working on, staff recognitions in the organization and in the community. Have an open door policy is the prime way to encourage talents to reach out to your company. Adopt the reverse psychology of “Don’t call us, we’ll call you (if you’re qualified),” in pre-recruiting the best talents.
Invite talents in by posting “Join Our Team” area on your website that gives a short but in-depth overview of the company’s culture, values, mission and vision.
You will never know; you may even find the best freelancer you never knew you needed.
#3 Make job descriptions be an invitation.
Fun stories that show an employer’s ability to laugh do invite job seeker’s in but writing engaging and targeted job descriptions is more involved than throwing in funny one-liners.
Have you listed the basic requirements? Or preferred skills or helped the candidates see themselves in the role by writing these descriptions as “a day in the life of our new employee that could be you?” Include a description of their role’s daily tasks with realistic opportunities which are likely to come along the way. Also describe the company culture and work environment. Be creative in putting balance of uninteresting descriptions with glamour and honesty.
Aim for transparency and creativity. Headlines should be clear and concise. Between companies and candidates, job descriptions should be not creating boundaries but form connections.
Evade searching through endless applications and attract the best workers. Take advantage of professional and social networks. Your website should be your prime recruiting estate and highlight the vision, values and personality of our company which should be reflected in involving and targeted job descriptions. Job descriptions should be more than a list-let the employees see themselves in the role.
Candidates will come because you have nailed it. You will achieve a self-sustaining talent pool as you charm the best candidates who you will be inclined to retain because they have learned to love what they do and where they will be working at.
