Fewer candidates are looking for new roles, and the skills gap is widening, but the talent is still there if you have the right recruiting strategy in place.
Check out our top tips to attract the best hires for your business!
What does your advert say?
Is your job description appealing, does it show your company strengths, and does it showcase the role and future opportunities? Is it being seen? Simply try and view your advert as if you were a candidate.
Does your recruiter or hiring manager know how to “market your business”?
Are your values, culture and ethics appealing? Are you delivering the message to jobseekers that your brand and your future strategy for the business can meet and exceed their career expectations? Getting a positive message across on your business is key for candidate attraction.
Do you understand what other companies are offering their employees and do you stand up to the competition?
Does the talent you are trying to encourage prefer hybrid working or flexibility? Does your salary match up? Can you offer training or future progression? Ensuring that you do your homework on the job market, or you have a recruiter or HR professional that can do that for you, can give you the edge on securing top talent.
Does your recruitment campaign or your recruitment strategy utilise the latest software?
Moreover, can you get access to the candidates first ensuring you have the opportunity to engage and employ before the competition? Are you ensuring that you are reaching out to all of the available advertising mediums and have software to ensure key word optimisation and top ranking of adverts and automatic posting? There are a number of “quick access” platforms to beat the rush on candidates, check out to see if you are utilising the most dynamic methods to reach candidates first.
Utilise video software and take out the time wasting initial stages of meet and greet.
Being able to move fast with interviews, at a time and location that suits the interviewee and the interviewer, is key to securing hot candidates. A protracted recruitment process is regularly voted on by candidates as a reason to drop out. Above all, with a slow recruitment schedule its likely a candidate will have been snapped up before the job offer is made!
To conclude, when you have found your ideal hire make them feel part of the team from day one.
Or even better, before they start! Make certain that you have a programme that takes them through the process and assign a mentor. Tools and resources should be available immediately. Check in with your new employee regularly.
Still not sure where to get started? – Call us today on 01384485274 for a chat or email us on firstname.lastname@example.org We are here to support your recruitment needs!
Glen Callum Associates have been recruiting in the Automotive, Engineering & Industrial sectors for over 23 years. We have a team of experienced, dedicated and knowledgeable recruiters. The testimonials from our clients who we have assisted in gaining and retaining their staff speaks volumes. For advice on how we can improve your recruiting strategy why not give us a call?