6 Recruiting Best Practices for Finding and Closing Top Talent

6 Recruiting Best Practices for Finding and Closing Top Talent

According to the U.S. Bureau of Labor Statistics (BLS), the number of unemployed persons per job in September 2019 was just 0.8—down significantly from the ratio of 5.8 seen at the end of the most recent recession in June 2009. Unfortunately, due to COVID-19, those gains have disappeared – at least for now.

Even with the economic downturn, top talent is still in high demand. It may be difficult for businesses to think about potential hires now, but developing a strategy for retaining and attracting top talent will put them in the driver’s seat when things improve.

If you’re serious about growing your business and delivering against your goals, you need a proactive strategy for finding and closing top talent. And to create this plan, you must understand how recruitment has evolved in recent years.

How Recruitment is Changing

These days, "recruitment" is just one part of the talent acquisition process. It encompasses hiring activities like posting job listings or calling applicants. In the past, this may have been enough to fill positions. But now, recruitment must be driven by a strategic talent acquisition plan that aligns with business objectives and growth projections. This is a necessary adjustment that must be made today to stay competitive.

If your company doesn’t have a talent acquisition plan in place, start there. Determine how your long-term strategic goals should influence the way you find and connect with candidates before implementing best practices.

6 Best Practices to Add to Your HR Arsenal

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Once your talent acquisition plan is in place, layer on these best practices to maximize your recruitment activities:

Best Practice #1: Make It Mobile

Mobile responsiveness is important for SEO and job seekers. According to 2018 research by CareerBuilder and SilkRoad, 70% of job seekers use mobile devices. Ensure your site is accessible and user-friendly on mobile and consider posting jobs to job boards like Indeed and Monster for added exposure.

Best Practice #2: Pay Attention to Your Social Branding

Branding across social channels is important for recruitment. Negative online reviews can deter job seekers. Encourage satisfied employees to leave positive reviews, keep your social media channels updated, and address any negative brand mentions promptly.

Best Practice #3: Tap Into Your Existing Workforce

Leverage your current employees in your recruitment activities. Provide them with "recruitment cards" to give to potential candidates or offer incentives for successful referrals. Utilize your employees’ networks to expand your pool of candidates.

Best Practice #4: Find Candidates Who Aren’t Looking

Proactively approach candidates who aren’t actively seeking job opportunities. Be respectful of their current employer and acknowledge their accomplishments. Learn what they are looking for and what would make them consider a change.

Best Practice #5: Get Comfortable with Technology

Utilize technology in your recruitment efforts. Consider incorporating video, virtual reality, or online testing platforms to enhance the candidate experience. Embrace virtual tools, especially during times like the COVID-19 pandemic.

Best Practice #6: Offer Remote Work

Consider offering remote work as a perk. Many employees value this flexibility. However, keep in mind that it may not be feasible in all cases. Make a compelling offer that aligns with candidates’ desires and integrates with your overall talent acquisition plan.

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Putting it all Together

Create a systematic recruiting process that aligns with your company goals and enhances your brand. Implement these strategies to easily identify and recruit candidates that provide value for your team. This increases your chances of achieving your goals.

Remember, even in a crisis, proactive recruitment practices can help your business thrive.

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