Recruiting managers face a lot of challenges.
From looking for the right talent, to ensuring that they stay put, it is a lot of planning and implementation. But what is most nerve-racking is planning a replacement strategy for talent loss.
Often, the immediate response to someone resigning is to frantically start looking for a replacement, all within the notice period. But it is difficult to find people who can match the skill sets of your best talent.
How can one easily find the same talent with the same set of experiences?
Attrition rates are only going up now that millennials are forming a major part of the workforce. Millennials are beginning to be known as the job-hopping generation.
One way to get out of such a situation is by devising an effective recruitment strategy, a strategy that helps hiring managers tackle high churn rate. But again, this is no piece of cake!
There is no rulebook to blindly follow here, as every organization is different and so are its needs for talent. Adding to this, the job market also keeps changing, and so do the preferences of candidates. The recruiting process depends on a variety of factors, each of which will affect your practices as a hiring manager.
To help you get started, here is a cheat sheet of the most effective and successful recruiting tactics:
1. Focus on a Holistic Strategy
51% of employees are either actively seeking or are open to a new job offer. [Jobvite]
Having a strategy that looks at problems and challenges holistically is of utmost importance to start with.
The strategy needs to be laid out well and should also be communicated to the entire recruiting staff.
Talking about the brand in the right way and setting a list of priorities to help bring in just the right candidates should be where you start.
2. Sell Your Work Culture
73% of recruiters said to compete against other employers, they highlight company culture. [Jobvite]
We live in a transparent world where your candidates can use the Internet to know where your company stands from an employee happiness perspective.
The way you portray yourself on the Internet and on sites like Glassdoor will determine whether candidates want to be a part of your organization or not. Hence, you need to tell prospective candidates about how good your culture is and what sets you apart from an employee engagement perspective.
You should excite candidates with a number of benefits. Talk about your culture and highlight testimonials from existing employees as much as you can.
The best employees look for a conducive and comfortable work environment, and you need to ensure that you provide exactly that.
If you take care of the culture of your company, you will also get more employees through referrals. You can create stories around engagement activities that happen and share it with the world through social media.
3. Be Wary of Competitors
Since there is a huge demand for talent across various verticals, there is also a lot of competition. Everyone around you is trying to poach the best of the lot through their own tactics.
Whenever an organization manages to follow a successful strategy, their competitors are likely to imitate that quickly.
Hiring managers need to be aware of what is happening around them in the market since it is continuously evolving.
4. Target Candidates
For larger organizations, mass recruitment is often a problem.
It becomes increasingly important to prioritize the top positions available. When recruiting for these roles, target only those candidates who are experienced top performers in that role. These employees usually bring their experience to the most important open positions. Generally, they are able to contribute to a business in a bigger way than candidates who are currently looking to change their role.
5. Sourcing Candidates
One of the most effective ways of indirect recruiting is through sourcing.
Employee referrals have continued to be a winner, as it has proved to be the most effective source of attracting high performers. Organizations should definitely have an attractive employee referral policy set in place, which incentivizes the effort required to bring people from one’s own networks.
According to Dr. John Sullivan, another effective but under used source is recruiting at promotional events.
Promotional events create a unique situation wherein the top performers in your industry are gathered together and easily accessible. Consider sending your top recruiters to your next industry event.
6. Use Data for an Objective Analysis
Recruiting as a function should not be driven by common practices or emotions, but should rather be driven by objective data. Data analysis can help recruiters get much more reliable and quantitative results.
This holds especially true when recruitment happens on a large scale where decisions should rely on objective data to yield most effective results.
7. Rank Top Job Positions
Another feature of an effective recruiting strategy is to maximize resource utilization by identifying and prioritizing positions with the highest business impact. This generally comprises of jobs which generate the maximum revenue, as well as the jobs in high margin and rapid growing business units.
The recruiting process should also target top performers who are proud and passionate of what they do.
8. Look Out for Remote Workers
The global workforce is going mobile and prefers to work on the move. You cannot ignore the growing demands of a distributed workforce.
The recruiting process for such candidates needs to be well defined and set in a way that holds satisfactory for both parties. It is important that you come into a mutual consensus with these employees and convince them that their needs and grievances will always be catered to.
Needless to say, these tips are not universal and should vary with respect to your company, culture and the population you are targeting. Hence, you would need to keep re-evaluating and re-assessing the validity of these tips as the market keeps evolving.
The power of social media and technology will be huge on future recruitment.
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Guest Post by Bhaswati Bhattacharyya
Bhaswati is a Product Specialist at Capabiliti, a mobile-first training and engagement solution for enterprises. Passionate about Economics, Bhaswati also loves storytelling. She has a keen interest in start-ups, food and travel. In her ‘me time’ she picks up fiction novels, tries different cuisines or explores routes to less traveled places on the world map.
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