Reports are showing that there is a definite upturn in UK hiring over the last few months. This is great news for the economy but maybe tough for companies who don’t plan for their business growth or staff turnover and get left short when it comes to finding top talent.
Here are some great tips to make sure you are doing all the right things to attract the right candidates and create a seamless hiring process.
- Establish the right role for the business as it stands today and don’t just replace like for like if someone is leaving without reassessing things – a lot could have changed!
- Do communicate new roles to your existing team – someone you had not thought of might want to apply and it is sometimes easier to train an existing employee new skills than to hire from scratch.
- Ask your staff to refer anyone they might know – this can save you a lot of money in recruitment fees and time and a good referral program in your business can really speed things up if you need to hire in a hurry.
- However, we do not advocate hiring in a hurry! Do take your time to see that the candidate is right – after all you do not want a high staff turnover!
- In order to attract the right people it is vital to showcase your employer brand – candidates applications are 2/3rds higher to employer branded ads rather than recruitment agency listings. If you do want to work with an agency then pick a good key partner who can represent your employer brand on your behalf. Casting your net far and wide with many recruiters is not always the best route.
- Get the right keywords in your ads – most job hunting is done online now and you need your ad to stand out from the crowd. Do add in location and salary – people need all the facts to apply and you don’t want to be sifting through unsuitable applicants because you have been vague with the information.
- If you are doing things yourself – do a little research to see where the type of candidates you are recruiting for are looking for jobs. You may need to shop around to get good prices on the job boards too. Ask for their stats and see how many other roles similar to yours they have recruited for to get an idea of the type of response that you can expect.
- Use social media wisely but it can be a great place to target candidates and let people know you are hiring – I suggest you don’t just post stuff out there when you are recruiting though. Build your employer brand and engagement by letting potential employees know what is good about working at your organisation, even when you are not hiring. Use the voice of your team to make a powerful business case and encourage applications.
- Make sure you communicate to people that have taken the time and trouble to apply to your ad. Candidates are not commodities and even if it is an auto-responder to thank them for their application – some communication is better than radio silence. The reputation of your business is at stake here and a little time and effort can go a long way in promoting your business as an employer of choice.
- Above all, give everyone who is invited to your business a good interview experience – do not oversell the role or promise them anything you cannot deliver but make sure they leave having enjoyed meeting your team and feeling good about the company – disgruntled people will tell everyone and you can always do without the negative PR – the job market can be small especially in niche areas.
If you would like to know more about attracting and retaining great talent then take a look at our Guides and Tools.
This Blog post was brought to you by Nicola Kleinmann, Founder of www.love2recruit.com and www.jobzwizard.com.
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