Finding the top talent is one thing. Recruiting them to your company is another. In a world where boundaries are no longer as limiting as they used to be, competition is fierce, and it’s every HR manager for themselves.
Ultimately, attracting the best minds boils down to the recruitment strategies you use. The right strategies encompass sourcing, identifying, and intriguing top talents, then knowing what it takes to hire and retain them.
Here, we’ll share the most effective recruitment strategies you should be using in diverse and competitive industries.
1. Focus On the Less Obvious Workers
Does your pipeline include only the basic recruiting platforms, like LinkedIn and the typical job boards in your industry? If so, you could be missing out on a vast, untapped job market of other workers.
Having a variety of recruiting platforms to choose from gives you access to a wider net of applicants. For example, Black tech workers often know that the typical hiring places, such as LinkedIn and Indeed, are challenging to stand out in.
Because the Black population is underrepresented in tech, many of these skilled professionals choose to join organizations like Obsidi®, where workers learn what employers want and employers easily connect with those looking for jobs. (Obsidi®’s insights on how to hire diverse workers can be read here.)
Consider who would make a prime candidate for your position, and adjust your recruiting platforms to attract those people. You may find that the typical candidate isn’t your only option. Forgotten groups, such as retirees looking for part-time work or stay-at-home parents who have free hours while their kids are at school, could be the perfect people to fill your roles.
2. Build From the Inside
Get to know the employees you have right now. What are their skills and aspirations? Are there any goals that you can nurture in them that align with your company’s priorities?
When you encourage people to grow by offering professional development or opportunities for internal success, you improve staff satisfaction. Ultimately, employee loyalty boosts productivity and increases your company’s profits.
By prioritizing internal growth, it becomes easier to hire people to fill the entry-level gaps. Your long-term team members have the company’s best interests in mind and understand the mission. Getting to know where each person is, what they’re capable of, and where they want to grow can ensure you put them where they not only add value but they feel valued.
3. Build Your Brand and Value
What do you offer to potential employees? What do applicants think of when they hear your company is hiring?
Let’s look at one of the main tech companies, Google, as an example. The name is associated with perks that show the workers are valued. Benefits such as an onsite gym, first-day healthcare, flexible schedules, and other wellness amenities attract top IT individuals to the tech mogul. Even without a salary discussion, Google’s brand reputation says it values employee health and wellness.
Your company may not be as well-known as Google. Still, you have a brand and an employee value proposition to offer. What do you provide your workers with in exchange for their hard work and loyalty? These benefits and perks could be the deciding factor when a candidate chooses between you and another employer.
Having a strong brand and an attractive EVP streamlines the recruitment process. When applicants recognize your name, they’ll seek you out and apply organically, lowering your costs of recruiting. When your EVP is impressive, your employees will be proud to refer others to you, spreading the word that your company is a good place to work.
Planning for a recruiting budget is integral to any big company. Yet, with a natural brand name and your employees positively expanding your reputation for you, you’ll see that you don’t need to budget as substantially to get the top candidates you need to fill the position.
Conclusion
Mastering recruitment strategies is a vital part of the job as an HR manager. But these three effective methods can reduce your workload and help you find the best workers possible to do the jobs you need filled. From sourcing untapped pipelines to building your company’s brand, the ideal applicants you’ve been waiting for are just a few changes in your recruitment techniques away.