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5 Recruitment Best Practices for Hiring Top Talent

The job market right now is in an extremely unique situation. Due to a variety of factors, mostly connected with the pandemic, there are a lot of job opportunities available and employers are scrambling to compete to fill these roles with the best candidates. 

One of the procedures usually done by companies is to partner with a Global Employer of Record such as INS Global to streamline the recruitment process while they can outsource payroll later on with them as well, all services in one point.

With an abundance of opportunities, what can your organization do to attract, hire, and retain the best of the best in your industry? Here are a few tips for recruiting (and keeping!) great employees.

Offer Flexibility

Employees are asking for remote options, flexible schedules, and, of course, higher pay, and rightfully so. Workers have proved throughout the pandemic that a 9-to-5 job in the office is not necessary to produce quality results. Working parents may be drawn to alternating schedules so both partners can watch their children, saving them money on childcare. Some people may work harder from home without a draining morning commute. Each worker has unique needs, and if you’re not emphasizing flexibility at this point in the pandemic, you’re missing out on a ton of incredible talent.

Emphasize Company Culture

In this market, employees have the opportunity—and the right—to be picky about where they work. With so many positions open, there’s no reason to settle for a job that’s sub-par. If you ask the majority of workers, you will find that company culture can make or break a workplace. What are the core values of your organization? Emphasizing your mission and the steps taken to ensure a supportive, friendly environment in the workplace, not only in the job listing but on social media and your website as well. When prospective employees look you up, they should feel a kinship with your organization and the type of culture you have to offer.

Update Web Presence

Your social media presence, as well as your website, are important pieces of the marketing puzzle for prospective customers, but can also inform prospective talent as to what it might be like to work for your company. Sure, you want your website to show products or services for sale, but it should also position you to show off what a great place it is to work. This will not only benefit you in attracting talent, but it also shows your customers that you have strong values and care about your employees.

Invest in the Onboarding Process

We’ve all been there—your first day on the job, and you’re not sure where to go or what to do with the big stack of new-hire papers on your desk. You may think that once you hire someone, it’ll be at least a few years before they move on, but with today’s job market, it’s not unheard of to lose an employee in the first few weeks because they’re put off the second they walk through the door. This is why it’s important to focus on improving the on-boarding process for new employees.

 

What is onboarding? It’s the process of acclimating an employee to your company, whether that be through touring a facility, filling out important paperwork with human resources, setting up email addresses and important accounts, and ensuring they have everything they need to get started. If an employee is confused and lost in their first few days on the job, they may end up resigning and you’ll have to go through the time-consuming process of hiring for that role all over again. 

Reach Out to Passive Candidates

In the industry, we consider people who are already employed but might be open to a new role as “passive” candidates. They may not be actively scanning job openings, but for the right offer, they might consider granting you an interview. Use LinkedIn or other social media platforms to recruit those who look particularly suited for the role, and make them an offer they can’t refuse.

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