Even when the unemployment rates are relatively high, most business owners struggle with finding and recruiting good employees. It’s difficult to become an expert in this field because recruiting new employees is not something you do very often. Therefore, you should try to adopt some of the strategies used by professional recruiters. A smart employer will recruit a candidate pool of potential employees before they actually need to fill a job position. Also, you can develop relationships with potential job candidates long before you actually need them. Here are some ideas and tips that may come in handy when you have a position available and have to recruit a large pool of candidates.
1. Start by creating an accurate job posting
This step often ends up being overlooked, even though it is pretty basic. Write a job description and read over it to make sure you’ve described the position accurately and that it’s easy to understand. A good job posting should say what the job entails and what kind of person would be a perfect match for such a position.
2. Make the application process easy
If the application process requires your candidates to fill out several pages of information before submitting their resume, you’ll probably lose them before they even apply. Highly skilled candidates probably have other options to consider, so they may just give up and go search for employment elsewhere. Therefore, it’s best not to make the application process difficult or complicated, especially because once a candidate gives up, they will be less likely to recommend you to others.
3. Use social media
Everyone’s present on some kind of social platform, whether it’s Facebook, Instagram, LinkedIn or Twitter. When it comes to employment, active job seekers turn to LinkedIn first, while the passive ones spend their time on Facebook. Leverage the power of social media to reach your potential employees, and redirect them to your website where they will be able to apply for a job. For example, you run an organic food shop and promote your company on Facebook and Instagram in an attempt to build your online community. That’s the first place to post any job opportunities, so that the people who are already fans of your brand can spread the word.
4. Respect those you chose not to hire
Even though you had to turn some candidates down, they are still people you might decide to hire sometime in the future. If they applied and never heard a word from you, they won’t hesitate to share their feelings with their peers. Create a way to stay on good terms with candidates you decided not to hire. Treat them with the same respect and courtesy you extend to your customers, because it will definitely pay off in the long run.
5. Become an employer of choice
Before your potential employees agree to join your business or organization, what do they consider? Is your company growing and making money? Is it stable? When a new employee joins you, will they feel like they are a part of something bigger than themselves? Will their talent be nurtured and challenged by new and exciting opportunities?
Once you have an answer to all of these questions, inspect each component of your recruiting process in order to be sure that you’re sending the right message. You must act like an employer of choice if you want to be one, and communicate it to your potential employees. Details are what counts the most – whether you answer your emails or return phone calls promptly. They will know that you received their resume, so you should respond to acknowledge it. They even appreciate when notified that someone else got the job they have applied for.
In the end, don’t miss any opportunity to publicize your job offerings. Receiving publicity on television, radio, in print and online is very important when it comes to recruiting. An interesting article and a few good words can portray your company in a positive light, leading potential employees to you. The ways you can recruit talented candidates are really endless, but if you do it right – the effort and time invested will be completely worth it.
No comments:
Post a Comment