The most effective recruitment tactics
Recruitment can be a tricky task, with employers being in competition for top talent. With organisations all bringing their own benefits and perks to the table, you need to stand out above the rest to be the top choice. Alternatively, if you’re recruiting at the wrong time or without a comprehensive plan, you may struggle to build a pool of candidates that suit the role.
There are ways to create an effective hiring campaign, and attract desirable future employees, so that you can have the best people possible working with you.
The process of recruitment begins long before the interview stage, so setting up a strong job advertisement and using the right channels to communicate it is a starting point. This is entirely specific to the industry and the role, but doing some research around competitors and finding the appropriate places to advertise is the best springboard for recruiting top talent. You may also want to consider the places outside of job websites – for example, social media such as LinkedIn, communicating to universities and colleges, internal noticeboards, etc.
Once you have ensured that you’re communicating in the right places, it’s important to make sure that you’re communicating in the right way. How you describe the job role and working culture can be the difference between people applying or not. Being transparent around expectations and salary avoids wasting time, and gives candidates the information they need to make the decision.
Having a strong Employer Value Proposition is also important to project, as the benefits that you offer may be what makes candidates apply. What you offer prospective employees is more than just salary, it’s in the perks and provisions you offer.
The application process itself is also significant; unnecessary tasks and forms can be off putting, so keep it concise unless it’s key to the role. If a CV and cover letter is all you need to know if a candidate is worth interviewing, then only ask for these documents. If you require a task to be completed as proof of experience/skill, then make sure it’s something that doesn’t require an unreasonable amount of time.
Once you have your pool of candidates, it’s time for interviews. Carefully consider how you come across, what you ask, and be open to receiving questions too. An interview that is engaging and informative is ideal for future employees, so show a genuine interest and make sure to show the best aspects of the organisation. Remember, transparency is key!
To learn more about employee benefits to boost your recruiting power, speak to our friendly team for a demo.
