In a candidate-short market it is vital to get your recruitment strategy right, in order to attract and, as importantly, retain talent. Finding the right candidate is no longer a given, and if you are struggling to fill your roles there are steps you can take to help your recruitment process. Our tips are as followed…
If done correctly, social media can be used to your advantage to attract candidates by making them want to work for you. It is a great way to showcase your employer brand and shout about your company, the culture, and your offerings.
One example is sharing existing employees journeys through their time at your company. This is a good way to appeal to prospective candidates by portraying that they can ‘achieve’ this by joining yourselves.
The Job Advert
Effective recruitment is heavily reliant on your job advert. A poorly written advert is not going to encourage applications, especially not from the ‘hidden talent’. It’s vital to sell your company, the role and the offerings in a structured manner.
But SEO (Search Engine Optimisation) also plays a part in getting your job advert ranked high in candidate searches. You need to understand the key words potential candidate will be searching for and include them a minimum of five times across your advert.
Lastly make sure there is a clear and confident call to action, ensuring applicants can express interest in the job easily and quickly.
Remember, an interview is a two-way process. You need to be able to ‘sell’ your company to the candidate. If the interviewee isn’t excited by the role, they’re not going to be interested in joining.
The best candidate may have multiple interviews lined up, so it is important to create a welcoming, positive interview experience, that leaves a lasting impression irrespective of whether you know you won’t be pursuing anything further with the candidate.
It starts from when they are greeted by reception and doesn’t finish until they have left the building.
The Job Offer
Candidates hold the upper hand in the current candidate driven market. This means, it is important that you’re offering a package that meets their needs.
Salary isn’t the be all or end all. Company reputation, career progression and additional benefits go a long way in attracting and retaining staff.
You will more than likely be competing against other firms, so its good to know what the competition is offering, this way you can match it or do better in terms of what you can offer potential candidates.
As you offer future employees attractive packages, you need to make sure you’re doing the same for your existing team or it is just as easy for them to go elsewhere.
Don’t hang around waiting to make a decision. In a candidate short market, time is not on your side. This goes for every touch point a candidate has with your company - cv send, scheduling an interview and the job offer. Companies that take too long to make a decision are only giving the competition the benefit of time.
An efficient and quick recruitment process goes a long way in securing a candidate.
If your recruitment strategy is lacking, you are going to find it very difficult to attract the right talent to your firm. Using a recruitment company may be the best bet for you.
A good recruiter understands the firms needs and knows exactly where to go to find the right person, especially in a candidate short market. We have access to a wide pool of candidates including those who many not be actively seeking new employment. We are constantly in touch with ‘passive’ job seekers who won’t respond to a job advert but will take a call about a vacancy from a recruitment consultant who they know and trust.
For more reasons on why a recruiter may be the most cost effective and efficient way to hire for your firm, click here
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