How can a business attract the most talented and best candidates? It makes sense for businesses to do this right because recruiting new staff can be a long and costly process. How can you ensure that your employees are dedicated and attract the best?
- Before you begin, know exactly what you are looking for. What is the purpose of this role? Is it to replace someone who has left or to create a new position that suits a changing company? How can you find the right person if you don’t even know what you are looking for? You should have a clear specification of the position and candidate. In your job ad, you can include this information to attract more applicants. You could also include the specific qualities and experience you’re looking for to narrow your search.
- Examine your recruitment process. If your recruitment process is too complicated, long or lacks communication, candidates will look elsewhere before you have even completed the screening process. The candidates will not want to wait for the phone, especially if it is a highly qualified, highly-sought after candidate. Consider group interviews or Skype interviews to accelerate the process, or at the very least maintain regular contact. For advice from a procurement recruitment agency, contact Talent Drive
- Employees may refer the best candidates to a position. People will usually only refer someone they believe will fit in well, or else their reputation will suffer. Some companies offer an incentive to employees who refer new hires. The reward is given when the job is accepted.
- Conduct thorough background checks as part of the recruitment process. It’s possible that the most talented person has a questionable past. The best candidate for the job is not always the one who looks perfect. This lesson has been learned the hard way by too many businesses. Your screening process can help to prevent candidates from lying in the first instance.
- How do you keep the best people? Consider benefits beyond salary. You can make your job more attractive by focusing on flexible working hours, a positive work culture, and attractive relocation packages.
- Always conduct exit interviews for staff members who are leaving and take action on the information you receive. You could also conduct random stay-in interviews with selected employees. You can ask them to tell you what they like about their jobs and why they stay. Do not use this as an excuse to brainwash or self-congratulate, but ask about any negatives and see if there are ways of improving.