Are you involved in recruiting at your workplace? Are you trained to recruit OR did you just morph into the job?
Either way, I think you’ll agree that recruitment requires more than just skills and experience. And recruitment is not just advertising a role and interviewing candidates. There’s more to it, from identifying the important aspect of the role (knowledge vs proven experience) to going on the market to find someone who meets those requirements. And all of it requires strategies, skills, knowledge etc.
Here I list a few tips that can help any recruiter succeed in their recruitment by not just attracting candidates but also offering the right roles to the right people.
1. Pay Better than Competitors
While sometimes Employers see this as a quick-fix, it’s actually not always. Let’s face it, how many times have you yourself moved a job because of more money? Most of the exit interviews I’ve either undertaken or read show the most common reason for leaving employment is to get more money.
So if you want to retain your best staff, or hire better, it’s essential to keep this in mind. Paying more than competitors puts your organisation at an advantage.
After all, you get what you pay for right?
2. Involve Employees/Peers in the Recruitment process
Employees can be very helpful in putting together JDs, reviewing CVs and picking up on essential skills and experience for the roles. They can help assess the suitability of the candidate. Are they a good “fit”.
Staff referrals work in so many ways especially with roles where staff can benefit from working with people they like or who have skills that complement theirs.
So involving employees can be beneficial in many ways. If they belong to professional groups/associations, they can spread the word and perhaps get some recommendations.
3. Consider in-house candidates first
If possible, allow in-house candidates to apply for roles first before you look externally. Some roles are better filled in by candidates who are familiar with the organisation and its processes than recruiting from outside. And sometimes it’s better to fill a role with an internal candidate and fill their gap by other means like a secondment or temp.
Offering roles to in-house candidates also motivates staff to work towards promotions or change jobs to gain experience etc. It also shows your employees you value them.
4. Use Social Media and your Networks
Social media outlets like LinkedIn are fast becoming places where most people are easily finding jobs. The number of times we hear people say they were chatting on LinkedIn and ended up with a job offer!
Also universities or such places where from time-to-time they send their students in the field for work experience. These places work as you can identify good candidates while they’re with you for a short period of time.
Talking to your networks also helps bring candidates who might be good but are either underutilised or merely seeking new opportunities.
5. Look after your employees and offer better benefits than competitors
Apart from salary compensation, what else does your company have to offer? Are your employees well looked after? Can they tell potential candidates good things about the company? Do you offer things like gym memberships, more annual leave, etc?
This is important to know as potential candidates sometimes talk to employees to get a better understanding of the culture and the company itself. So make sure you don’t stop looking after staff as soon as they get settled in the job, offer more to attract other candidates.
I believe these 5 things can help any recruiter to work towards better hiring.
Are you a recruiter? Do you think there's something I've missed? Would love to hear your views/thoughts/feedback.
NB: This is post 1 of a series of Recruitment posts. Stay tuned for the next post.
Check out my other posts:
Top 5 Tips To Building A Successful Team
Building Great Leaders: 9 Qualities Of A Great Leader
Co-worker from hell? 7 Things You Can Do
Tendai: Entrepreneur, Virtual Assistant, Blogger.