Recruiting can be difficult. You want to do more than just fill the seats with bodies. You want to find the right talent and experience that can slide right into your company culture and talent gap.
You often hear the phrase “hire up,” which means that you should always hire someone with more experience and each new person you hire should better the company every time. You want to grow and one way is by finding the right people.
Recently, we sat down with our Human Resources Director, Michelle, and she gave us her top five recruiting tips to help you land the personnel you need to further your company and business. Read on for Michelle’s recruiting tips below…
- Employee Referrals
One of the best ways to source top talent is to look at the friends and family of a company’s greatest asset – its employees. Retention and performance of employee referrals often are better than other recruitment sources and also serve as a cost-effective recruitment strategy. When you have open positions, notify your employees; they could help expand that talent pool to choose from. In order to help assist in employees referring, consider an “employee referral program,” by having compensations or a reward system in place; this could be a small bonus on their next paycheck or a gift card if that person is hired or lasts past the first 90 days.
- Passive Recruiting
Sometimes, the best candidates are those not actively pursuing a role change. Hidden talent can be found and contacted on social media sites such as Twitter, LinkedIn, Facebook, to name a few. Social media channels, when used correctly, can be a goldmine for finding great talent.
Contacting these potential employees directly about employment opportunities can be a low-cost, win-win situation for both the passive candidate and employer. Also, consider putting some cashflow behind a recruitment ad on Facebook, or creating a small social media advertising campaign to get the word out. Being at the top of a newsfeed keeps you top of mind and gets the word out.
The behavioral-based interview is a great tool to use for interviews when trying to predict future behavior. However, it doesn’t shine a light on a candidate’s preferred behaviors, ability, or competence. Depending on the role, it may be best to utilize assessments that measure key behaviors and competence that will ultimately predict job success. One way to do this is through samples of their work or give them a small project to do. I suggest utilizing a variety of assessments for best results.
- Total Compensation Package
In a competitive job market, employers must come to the playing field with the best benefit and compensation packages to offer in order to attract and retain top talent. This includes maintaining and offering wage and benefits packages that are comparable or better than competitors in the marketplace. These could include from great medical and retirement packages to remote work days and a stocked employee pantry at work. All of these benefits are taken into account by prospective employees.
- Company Culture
Building a culture where employees can thrive and be in positions where their talents are maximized lead to happy employees, as well as candidates that want to be a part of a best-in-class organization. Culture is influenced by the people, policies, educational opportunities, the onboarding process, and a plethora of other inputs. A company’s culture is a growing factor for candidates when interviewing, so if you have a positive culture, let it shine. Recently, we handed out a few pointers on the best way to change your company culture in here.
If you’re a growing company, finding the right people is essential. Recruiting those people can be a time-consuming and difficult feat. Keep these tips in mind when you begin hiring. If you want a trusted partner through this process, learn more about our HR capabilities or contact us here.