The Recruiting Blog of KG Workforce Solutions.
Hiring employees is one of the most essential, yet expensive, initiatives of an organization. There are several key components to a successful recruiting effort that can help minimize the risk of making a poor decision when hiring employees. Incorporating these 7 tips into your hiring process can lead you down the best path to select the right employee!
There is a difference in what you need and what you want when recruiting for a position. Taking the time to differentiate between what you want and what you need can save you a lot of time and money during the recruiting process, and help ensure you hire the right candidate for the job.
Hiring the right candidate means that not only does the new employee possess the skills, abilities, experience, and aptitude you need, but also that they will fit in. Collect information from the hiring manager, as well as team members, to ensure you fully understand the team dynamics and culture.
Know the availability and compensation trends for the type of employee you are looking to hire. Knowing whether you may need to relocate a candidate, if there is a high supply of talent in an area, and what compensation expectations are for such talent will enable you to more effectively recruit for the right employee. In today’s market, you must be competitive to secure top talent!
Managers need to understand interview and market trends and techniques. They also need to be in synch with HR and other contacts with whom potential employees interact from your organization. And not that you have ever known a hiring manager who asked an inappropriate interview question, but trust me, they exist! Education is a critical component to effective hiring.
There are a ton of different interview styles and assessment tools available to employers. By using a variety of tools and techniques in the interview process, you can capture a more well-rounded understanding of a candidate. Thus, increasing the likelihood of making a hire who is both a skills and culture fit.
Understand the demographics and needs of the candidates you interview and leverage those to sell your company. For example, if a candidate is primarily concerned with opportunity for advancement; make sure to discuss your company’s tuition reimbursement, succession planning, leadership programs, etc. If a candidate is primarily concerned with having a flexible work schedule, make sure to discuss your company’s options for job sharing, flex schedules, or remote work. If a candidate is most concerned with compensation, selling your company’s gym offerings will be less effective than selling your retirement plan or bonus structure.
Many candidates decline offers because they don’t feel a connection, don’t build a rapport with interviewers, or don’t feel informed about the hiring process. Keeping in touch with candidates throughout the interview process, especially between the offer and start date, is critical.
What is a recruitment marketing strategy? Simply put, it is a marketing plan directed at potential job seekers. Whether you are a small, two-employee startup firm, or a giant Fortune 500 entity, recruitment marketing is essential in today’s world.
The goal of recruitment marketing is to give your organization an employer reputation. Even if you are small firm with minimal brand recognition, potential job seekers will learn about your employer reputation through research. If there is nothing for them to find, they will create their own idea of your reputation, which may not be beneficial to your recruiting efforts.
Steps to create a Recruitment Marketing Strategy
Below are six steps to creating a competitive recruitment marketing strategy. These steps are scalable for any size organization.
What do you want to accomplish? What are you challenges?
What types of employees do you want attract? Where do you expect to find these employees? What are the demographics associated with these potential employees? Where do you find and engage your audience, such as user groups, social media, universities, trade organizations, etc.?
These are not the products and services your company sells to businesses or consumers, but the features and culture of your company that are most attractive to your target audience. Examples might include geographical features if you need to relocate candidates. Benefits, flexible work schedules, technology, continuing education, student loan repayment or tuition assistance, and retirement plans might be other features for which your target audience values.
What do you know about your target audience and how can you leverage that information? Do you have competitive intelligence? What are your tools, resources, and timelines? How will you implement and monitor your strategy? Make sure to include inbound and outbound marketing campaigns. Your current employees are vital to the success of building your employer reputation.
Training for internal staff is critical in this step! If your hiring managers don’t align their management styles and interview techniques with your recruitment marketing strategy, you might get more qualified applicants, but you might not be able to secure and retain them.
As with any marketing campaign, determining the effectiveness of your strategy, adjusting as needed, and keeping the strategy aligned with changes in the economy, business direction, and job market is critical.
Recruitment Marketing Strategies are all about engaging people with your brand, but from a personal and prospective employee perspective, instead of a buyer’s perspective. Align your HR team with your general marketing team to overlap where possible and ensure cohesion among the campaigns. It is time to start recruiting, not just hiring!