Face it, sooner or later if your business is a success and growing, you will eventually have to recruit employees so you can move to the next level.
Okay so here are a few ways you can get the most out of your recruiting process from the start…
Are you setting yourself apart of the competition?
Do you need to reduce your cost per hire?
Are you using social networks? If not you should be!
If you are then why not use their address book or Facebook friends list.
Looking at employee referrals as potential candidates is a fantastic way to fine the right people that are qualified. So make sure you spend some time crafting a job description that reflects not only the importance of completing task, qualifications and work experience necessary to benefit your company.
You can also go to college/universities when they add job fairs and talk about more recent or upcoming graduates about their future plans. In this ever-changing and dynamic professional landscape, you need may need bright young minds with experience with technology, even if they don’t have “real-world” experience just yet. Just before the interview you could look into the applicant’s Linkedin, facebook and twitter profiles
Stay in Contact with Candidates
If you are applying for Jobs, there is nothing worse than applying for a job or going in for an interview and not hearing anything from the company for weeks. Stay in contact with potential employees. Busy schedules are understandable, but if a candidate doesn’t hear back from you after a week, he or she may take another opportunity. Keep the employers informed about where you are in the hiring process. If you offer the job to the candidate and they turn it down, don’t burn that bridge. Stay in contact with then, They may change their mind six months from now or a position may open up at your company they are better suited for and more excited about. Don’t be afraid to talk about what you don’t want in a candidate either. A number of small businesses fail to accurately describe the details of the job, and therefore, don’t get the best possible candidate applying in the first place, so if the job required 2-3 years of experience, make sure you say so.
Handpick dream candidates and show them you want them
Passive candidates (those who are already employed and not actively job hunting) are most likely to be your dream hires, but you’ll never attract them without letting them know how much you want them. Reaching out in a really personal manner demonstrates that you’re willing to go out of your way to get their attention. So maybe a job description on a job search site won’t always make you stand out, however a video or podcast will do just that. Using non-traditional recruiting media is also a chance for you to convey something about your corporate culture to jobseekers. Okay whether it’s through a fun video on YouTube showing how awesome it will be to be an employee at your business, or a recorded podcast describing the position and your company, this strategy will differentiate you from all the other recruiters out there and hopefully make you more appealing.
Hire for Attitude and Train for Skills
A valuable employee is one with the right attitude for your organisation. By attitude we are referring to a person’s thought, manner, and general disposition towards another person, idea, activity, object, or thing. Their attitude will be reflected in their behaviour, which can either be positive or negative. Someone with a positive attitude has a tendency to react positively in most situations, whereas someone with a negative attitude has a tendency to react negatively in most situations. Most people will fall somewhere in between positive and negative attitudes. The key is to find someone who is more positive than negative. Asking behaviour-based questions during the interview will give you a good idea of a candidate’s attitude.
Thinking Outside the Box
Recruiters are starting to redefine the hiring process and the future thinkers are now beginning to really question the actual usefulness of the resume.
How can two pages where candidates simply list their skills and experience, tailored to what you as an employer want to see really tell us about the candidate’s fit and attitude.
Candidates post these standard two page outlines of themselves to job boards and attach them to emails just hoping for a response. While it does tell us the basics of a candidate’s qualifications, we miss out on learning about the true depth of an applicant.
If you are looking for staff for your business or you are looking for your next exciting position please give a member of the team a call on 0845 500 4901