Everyone understands the importance of having great people working for them. With a talented and motivated team on board, your business is far more likely to be successful. Recruiting and obtaining the right people in your business is just as vital as every function of the company.
Here are five tips that can help you attract and recruit the best people in the market.
1. Review your company’s approach
Before you start thinking about attracting new candidates, it’s a good idea to first make sure you’re not actually losing your best people. It seems obvious, but people forget the fact that when one company is recruiting candidates, another business is losing them. You have to make sure your company is not doing the latter. It’s always good to ask yourself are your staff really happy? Are you promoting them, training them and rewarding them properly? Is your company’s culture positive or negative?
2. Develop your company culture
If you get this right then the next step is to communicate what you’re doing to keep your employees on board. Identify and develop your company’s brand and make sure yours is an ‘employer of choice’.
This happens by word of mouth and through the recruitment industry. Get your internal culture right – and get your business model right – and you’d be surprised just how quickly word gets around that your company is the best place to work.
3. Clearly define the job role
Assuming you have no internal candidates you want to promote or consider for the job then you have to go ‘outside’. The first step is to think carefully about your job description. Be clear, accurate and very focused on what you want – but also on what you are going to offer. At the moment it’s a candidates market and they can pick and choose.
Make sure you point out the opportunities for training and progression and ‘sell’ the job and the culture of your company. Any good recruiting company knows that a bad job description leads to not getting the right people in front of you. If your advert or job description lacks something, is inaccurate or just plain bad – then it simply won’t attract high calibre candidates.
4. Specifically target potential candidates
To reach the right people you’ve got to find out where they are: which job websites they are on, which social media they use for job hunting. There are plenty of specialist recruiters that can help you do this, so make sure you’re connected to the right ones and are keeping communication channels open on a regular basis. Even if you’re not recruiting it’s worth touching base with a recruiter as they will always have talented people at their fingertips. Many recruiters will send CVs to companies when they’re not even recruiting. This can be a common arrangement between both parties. It means that you can still see top talent and be ahead of the game to get them in front of you. If the candidate likes your company and culture they may well wait for an opening at your company. Candidates will often look at moving companies if the right role comes along.
5. Refining the interview process
Assuming you’ve created and posted a really good advert and job description in the right place – one which attracts the right people who are motivated by what you say – then who are you going to assign to run the interview? It’s amazing how many companies spend time and effort to draw up candidates and then blow it all with badly prepared interviewers. It’s common in many companies; suddenly there’s an interview and the manager runs around trying to find someone who’s not too busy to do it.
Good candidates are no dummies – and they know when they’re being given a poor interview. Being busy is no excuse, and being badly prepared is even worse. Put your best people in front of the candidates you want. They are selling your company by everything they do and say, and by the way they act. A confident and ambitious candidate is going to have other opportunities on the table, so you need to make sure you get them and no one else does.
Get these five points right and you’ll be much more effective at hiring the best people – Positive People – “putting the positive into recruitment”