Recruiting is a challenge even for the most experienced companies. Aspiring employees are often more qualified than their current job candidates, and they’re keenly aware of how other industries have done better at recruiting top talent. Here are six best practices to help you find and close top talent in your industry.
“Recruitment best practices 2020” is a post written by the author of this blog. It includes 6 recruiting best practices that are very effective for finding and closing top talent.
According to the Bureau of Labor Statistics (BLS), the number of jobless people per job in September 2019 was barely 0.8, down from 5.8 at the conclusion of the last recession in June 2009. Unfortunately, COVID-19 has wiped all those advances — at least for the time being.
Top talent is still in great demand, notwithstanding the economic crisis. Businesses may find it difficult to consider new hiring at this time, but adopting a plan for keeping and recruiting great people will put them in the driver’s seat when conditions improve.
If you’re serious about growing your organization and meeting your most important objectives, you’ll need a proactive approach for attracting and retaining excellent employees. And, in order to design such a strategy, you must first comprehend how quickly the recruiting process has changed over the last several years.
The Evolution of Recruitment
“Recruitment” is no longer the sole aspect of the talent acquisition process.
The granular operations involved with recruiting, such as publishing job advertisements or phoning candidates, are referred to as recruitment. In the past, this may have been sufficient to fill a company’s vacant seats. However, in the future, recruitment must be guided by a strategic talent acquisition strategy that prioritizes planning based on corporate goals and growth predictions. This isn’t something to think about altering in the future; rather, it’s a critical recruitment change that must be done now in order to remain competitive.
Start there if your organization doesn’t already have a talent acquisition strategy in place. You won’t be able to execute the best practices listed below unless you’ve identified how your long-term strategic objectives should affect the way you locate and engage with applicants.
6 HR Best Practices to Add to Your Toolkit
To get the most value out of your recruiting operations, build on the following best practices after your strategic talent acquisition strategy is in place:
First and foremost, make it mobile.
Mobile responsiveness is vital for more than simply SEO. According to a 2018 study by CareerBuilder and SilkRoad, 70% of job searchers use their phones to look for work.
If job searchers can’t get to your site, or if their experience is hampered by pop-ups or forms that aren’t mobile-friendly, they’re unlikely to return (and may leave having formed a negative impression of your brand). Using Google Form builder to embed mobile-first forms on your website is a simple and user-friendly approach to gather candidate information. Consider advertising positions on employment platforms like Indeed and Monster to increase the visibility of your openings.
Pay Attention to Your Social Branding (Best Practice #2)
Branding throughout your social networks may seem to be more of a marketing issue, but as said above, it’s also vital from a recruiting standpoint. Indeed, according to a Glassdoor survey, 55% of job searchers said they avoid particular employers after reading poor internet reviews.
In terms of recruiting, “social branding” might include (among other things):
- Encouraging happy workers to post favorable ratings on platforms like Glassdoor
- Updating and filling your social media platforms with useful information
- To prevent bad brand mentions from impacting applicants’ impressions of your organization, keep an eye out for them and engage with your company’s marketing staff to remedy them.
Best Practice #3: Make Use of Your Current Employees
In your recruiting efforts, your present workers may be invaluable partners. Contributor Ken Stirling discusses a terrific strategy to use your workers in a post for Inc.:
“Along with his or her business cards, provide each employee with a deck of “recruitment cards.” As a result, if your employee encounters someone exceptional in her everyday life, she may hand him a card suggesting that your organization would be a good match for his abilities and expertise.”
Offering workers a monetary incentive for successfully introducing new candidates or just asking them to post your job advertisements on their social media platforms are other options at this point. Here’s where you can get creative. When you delve into your workers’ networks, your pool of applicants grows significantly. When employees realize they’ve been a part of building a rockstar team, this leads to improved candidate choices and higher employee satisfaction.
Finding Candidates Who Aren’t Looking is Best Practice #4.
It’s intrinsically passive to wait for prospects to discover and apply to your available jobs. Motivated organizations recognize that the finest talent isn’t necessarily seeking for work and must be actively sought out.
“The majority of individuals who accepted a new job last year weren’t looking for one: Someone came and grabbed them,” writes Peter Capelli for the Harvard Business Review. It’s wise to be respectful of your present employer when approaching someone who isn’t visibly wanting to leave their current work. They may have been devoted to them for years. Recognize their excellent performance at their present position and approach them gently to find out what they’re seeking for and what might motivate them to leave.
Best Practice #5: Become Accustomed to Technology
According to Monster’s 2019 State of the Candidate Survey, 72 percent of respondents plan to use video in their job search in the future. Gap, Inc. is already employing virtual reality in its recruiting efforts, while McDonald’s utilized Snapchat to hire about 250,000 people in 2017.
What’s the bottom line? You may not have the same money or resources as large corporations such as Gap or McDonald’s. However, if you aren’t utilizing all of the digital tools at your disposal to court applicants, you may be losing out on valuable recruiting possibilities.
Some firms may find the COVID-19 “shelter in place” order to be a blessing in disguise, since they are obliged to recruit via video conferencing software and online applicant testing platforms. When it’s essential, be creative and embrace using virtual tools so that it becomes a habit for you and your team when it’s not.
Offer Remote Work as a Best Practice #6
All of the best practices listed above are centered on identifying outstanding people, but how do you seal the sale after you’ve identified the perfect candidates?
The ability to provide remote work is one of the most powerful tools at your disposal. There are several statistics on how much workers appreciate this benefit. According to the American Community Survey (ACS), 80 percent to 90 percent of the U.S. workforce would prefer to telework at least part-time.
Steph Smith, senior analyst at The Hustle, highlights the human aspect of the decision-making process that happens when an opportunity does not provide geographical flexibility in an insightful article on her own site:
“I just received a call regarding a job opportunity. This offer ‘ticked all the boxes’ on many levels, but there was one catch: I’d have to relocate to San Francisco. That would be a dream come true for many people (including a prior version of myself). But for me right now, it would mean tossing behind the life I had worked so hard to construct over the previous three years.”
While offering remote employment may not be practical in all situations, it does shed light on the attitude needed to locate and close applicants in today’s competitive labor markets. You must create a compelling offer if you want to attract exceptional applicants. Remote work is only one tool you may utilize; your total talent acquisition strategy should include additional methods for attracting and retaining great people.
Putting everything together
Creating a methodical recruitment process is the greatest approach to attract and retain top talent, from building a favorable brand across social networks to employing technology to communicate with applicants throughout COVID-19. It’s critical to integrate talent acquisition methods with overall business objectives when you apply these techniques to guarantee you’re putting your best foot forward.
Do so, and you’ll be able to quickly discover and hire applicants that add value to your team, boosting your and your team’s chances of meeting their objectives.
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The “best practices in recruitment and selection” is a blog post that talks about 6 recruiting best practices for finding and closing top talent. The article also includes some great tips on how to find the right person for your company.
Frequently Asked Questions
What are the recruitment best practices?
A: Recruitment is a process where companies find, recruit, and train new employees. Companies recruitment best practices are typically found in mission statements or executive summaries of the companys culture, values, demographics that they believe will produce successful recruiting efforts.
How do you recruit top talent?
A: Recruitment is difficult but rewarding. As a company, we are constantly looking for new members and consistently looking to expand our team. If you would like to help us out, please send an email with your resume attached at [email protected]
What are 5 strategies to find and hire the best employees?
A: Some strategies include advertising, interviewing and asking for referrals. Interviewing is a strategy in which you can figure out if the person would be a good fit before hiring them by talking to them about their work ethic and interests.
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