In 2021 the global economy showed signs of recovery from the pandemic-induced downturn and many companies went on a hiring spree. Then the “great resignation” in 2022 forced companies to let go of a sizeable chunk from their workforce to keep up with the ongoing inflation. Amidst all this chaos, the process of attracting and hiring talents may seem a tad bit tricky.
However, there are several strategies which if implemented correctly will lead you to the right talent for your organisation. Whether it’s through the career page of your company website or through social media, utilizing proper strategies to hire talents should be the focus of recruiters and employers.
On that note, we have curated a list of strategies that can be implemented to recruit gifted candidates for your company.
1. Optimize the Career Page of Your Website Thoroughly
The career page of your website is likely the first place where a potential candidate will interact with your company. As you gear up to continue the hiring process in 2023, it’s vital to optimize the career page, so candidates can check it easily. It’s imperative to ensure this page is both appealing and simple to use. The page should allow the candidates to input their personal, academic and previous employment details seamlessly.
This page should be the perfect reflection of the company culture. Using chatbots to offer real-time responses and information to candidates also adds real value to your career site. Videos highlighting various aspects of working at the company and its work environment often appeals to candidates.
Additionally, making the career page and application processes mobile-friendly is another critical element to consider. The key features and content of this page need to work well on mobile devices. The page needs to be optimized well for mobile platforms to ensure the same experience as that of a desktop web browser.
2. Determine the Best Source of Talent
Identifying where the best candidates are coming from is a critical step in the process of recruitment. It’s important to track and review the Source of Hire (SoH) regularly for successful candidates who turn out to be high-performing employees. SoH will provide clarity on which sources candidates come from – for example, career page, social media postings, job boards and employee referrals.
Using SoH will help you develop a proper understanding of where to focus your talent acquisition resources and efforts. You’ll gain perspective on why those sources work well for your company and how you can improve your approach on platforms where the sourcing return is low.
3. Treat Candidates like Customers
A candidate’s first impression of your company plays a significant role in the hiring process. It’s essential to make the candidates feel you’re just as excited to have them on-board as they are to join the organization. Simply put, treat candidates the same way you treat your customers.
- Respect Their Time
Whether it’s a video conference or telephonic conversation, always ensure they’re conducted on time. If you’re running late, inform the candidate as far in advance as possible.
- Make Yourself Available
Offer potential candidates with your contact details so it’s easier for them to reach out to you. Ensure you address every query and concern patiently throughout the hiring process.
4. Leverage Social Media
If there’s one recruiting that attracts the best talents, then social media takes the cake. Social recruiting allows recruiters to share job postings with your entire network and help maintain a two-way conversation. Even if the people you connect with aren’t interested in the role, it’s likely they may know someone who’ll be a good fit.
Additionally, sharing photos and videos from company events that align with its brand lets applicants catch a glimpse of your company culture.
5. Present Compelling Job Descriptions
Preparing an attractive and thorough job description is one of the most crucial aspects of the hiring process. The following pointers are worth considering, in this case.
- Titles Must Be Specific
Always maintain the accuracy of the title of your job description. The effectiveness of the job description will help you generate more curiosity among the qualified job seekers.
- Open With an Engaging Summary
Offer an attractive company overview that gets job seekers excited about the specific job role and the company.
- Incorporate the Essential Elements
Write down the core responsibilities and required skills and elaborate on how the job role fits into the organisation.
- Describe Your Company Culture
A survey conducted by Indeed.com revealed that 72% jobseekers believe that it’s essential to learn about your company culture. This proves it’s always a wise decision to highlight the company values and work culture.
6. Amp Up Your Remote Hiring Opportunities
The pandemic really made remote work a necessity for companies worldwide and being able to hire candidates remotely remains important. Following a digital recruiting process is essential for remote hiring.
A career page, an ATS software that can track jobs are crucial resources for a digital hiring process. These resources will not only help recruit candidates remotely, but also to automate many parts of the process.
For many recruiters, remote interviews are a fairly new practice to follow. When conducting remote interviews, candidates should be showing some amount of empathy. Their personal situation may mean their surroundings aren’t quiet or professional like inside of an office space. Making the candidates feel comfortable is the surest way to win them over.
7. Increase Visibility to Passive Candidates
Here’s a discouraging trivia, top talent is usually gone from the job market in less than ten days. This means that you must hire them fast, at the right time, and make an offer quickly. However, the good news is that there’s no dearth of passive candidates. According to a study conducted by LinkedIn, 70% of the world’s talent remains in the passive market, waiting to be made aware of better opportunities.
Now, passive candidates aren’t actively looking for new roles which means you’re going to engage with them on job boards. This calls for a long-term talent acquisition process. Talent acquisition emphasises long-term visibility, awareness, and appeal of your organisation. Focusing on these aspects will help you get noticed by the passive talent even before they are looking for a new role.
Wrapping it Up
When it comes to finding and hiring great talent, recruiters must have persistence and a little bit or empathy. The ideas shared above will benefit you in your quest to find the best talents out there. The major takeaway from these strategies is to create an efficient recruiting process which will guarantee the success of your organisation in the long run.