Because your human resources stand on top of the hierarchy of your business assets, companies that win are continually refreshing and evolving their recruitment processes to make them quicker, more personalized, and frictionless.
Your business performance will largely depend on the quality of hires you make. To attract the best talent, your brand as an employer will need to be impeccable. That way, the best-performing candidates on the market will most likely choose you and stay.
But how do you create this business advantage through recruitment? This article will explore some of the best ways that your company can adopt today to improve its edge over its competition:
1. Embrace Technology
Employment conditions, preferences, and trends tend to differ geographically. This can be a problem if you are a company using only traditional tools in your recruitment process to hire remote employees. If your offer is stagnant and uninfluenced by the different labor market forces, then it will likely fall short of being competitive with other offers.
Technologies like labor market analytics, which are offered by services such as Horsefly Analytics, will provide you with invaluable data sets. These will allow you to gain and use real-time information on what supply and demand are looking like in a region, helping you craft a high-quality employment value proposition.
2. Define Your Employee Value Proposition
The job market is increasingly becoming very competitive, both from the perspective of someone looking to be employed and someone looking to hire. For the best results, you should consider your recruitment process as a mini-sales process. What is your value proposition to a potential employee?
Let’s say the best and most qualified candidate with a stellar track record of delivering high-quality results is considering joining your company. But at the same time, they’re being head hunted by other companies for the same position. Why would they possibly choose your company? What’s your holistic offer? That is not just the financial side of things but your full benefits.
Here, your employer brand is going to play a huge part in how they decide. This is why you must maintain a great track record that makes you appealing to most candidates.
Sometimes, when all else seems similar between companies, the company with the strongest brand will win. And this doesn’t mean the biggest company but just the one that has invested the most in their recruitment processes.
If you’re not sure how to craft your proposition, here are some key things to consider:
The financial incentive such as their base salary, payments for overtime, bonuses, and options to get company stock
Employment perks, such as paid time off, holidays provided by the employer, pension benefits, insurance, as well as gym memberships
Opportunities to develop their careers
A healthy work environment such as good company culture, work-life balance, and flexible working hours
Making a clear employee value proposition lowers your attrition rate significantly. This is because employees know what they are signing up for from the start and are likely doing so because it aligns with their personal goals.
3. Communicate With Candidates Effectively
You should first take the time to understand the role you seek to fill, separate from any other position that might at first glance look similar, which you’re also hiring for. This will enable you to create the right questions for your interviews.
You don’t want to clutter your interviews with bland questions that will give you only mediocre answers from your candidates. Instead, you want to be precise.
To do so, you need to know the primary skills required for each job. This is so that even if a candidate walks in and does not have the best interpersonal skills or confidence, yet they get all the intricacies of your IT-related questions right, you will be able to prioritize their IT expertise if it’s an IT position you’re hiring for.
4. Switch To Agile Recruiting
Most might know the term ‘agile processes’ from software development, but it has since grown beyond that. In the world of recruiting, agile processes refer to the creation of strategies that are reassessed at short intervals for better speed, efficiency, and adaptability.
Complete with all the analytics to help you tweak your strategy as you go, agile recruiting also improves cohesion in your recruitment team, making for better decision-making during this all-important process.
5. Diversify Your Workforce
To improve your overall efficiency and productivity, it’s also important that workforce diversification becomes a priority in your recruitment processes. It’s not just a move you make to show your employers how multi-dimensional your company culture is, although that’s also a great thing.
Employees of different cultures will most likely choose your company if there is already demonstrable evidence that you have systems in place to support and encourage this diversity. But underlining this in your recruitment process will also likely have a direct and positive effect on your company revenue.
A diversified workforce is most likely to have bilingual employees who can help in negotiations with customers who might speak the same languages. Additionally, it also widens a company’s range of strategies in handling workplace or client-related problems.
The more you simplify and improve your hiring process, the better it will be for your cost per hire, business productivity, and efficiency. Even if you feel like your process couldn’t get any better, chances are, with a little digging into what employees really look for in a company, you’ll find out some gaps.
Remember: Approach it as you would your sales strategy. Well, in some ways. It’s that important.