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It’s difficult to attract and hire talented people. According to our human capital management partner isolved, more than 60% of applicants will start an online application but leave without finishing it. And there’s a whole lot more who never see your ad to begin with. isolved offers this advice on the three principles of strategic recruitment to help you find and hire the best workers.
If you’re looking to better your hiring process and get real results, you may need to re-evaluate and improve your recruitment practices to make the best use of time and the tools available. Start by asking the right questions.
1. WHAT do you need?
You need to develop a detailed applicant profile to clearly show they type of person you want to hire. You also need to clearly communicate needs, expectations, and benefits. It’s important to be more detailed in your job descriptions that are shared with potential candidates. Don’t leave them guessing about what the job entails, what’s expected of anyone on your team, and why you are interested in them as a potential hire. You can then use evaluations to gauge success and pinpoint any gaps in your process.
2. WHY should applicants want to work for you?
Selling any product or service successfully requires creating a brand. If you are recruiting, you are selling your company, so you need to create an employment brand. Increase brand awareness with the use of content marketing through social media and blogging. A well-written blog can introduce the core values of your company, while also providing useful tips and information to your readers. Demonstrate your investment in your community on your blog or through social media, and new talent is sure to find you. Highlighting your company’s culture helps applicants envision themselves as part of your team. Encourage your employees to become brand ambassadors and promote your “product” to potential “customers.” Then you can target job seekers and entice talent to join your team.
3. HOW are you going to reach and attract talent?
To get to those talented job seekers, you need to build a talent pipeline. Start by creating a pool of applicants who have been previously vetted. Build relationships with potential applicants, even before they apply to work for you. many companies have started using text campaigns to reach potential recruits. Text campaigns, or conversational advertising, allow you to engage in a personal conversation with job seekers. It creates a personal connection that sets a positive tone for your interview process. Then capitalize on the strengths of both your employees and your applicants to find the best fit. Everything in business these days is about making that connection and nurturing relationships, and it is now easier than ever to do that thanks to the many advancements in technology and social networking.
Improve your recruitment strategy with the right solution. GTM makes it easy to attract, recruit, and bring on talented individuals. Request a free demo to see how it can transform the way you hire and onboard new employees.
