Ask any business owner what the most difficult part in building and growing a business is and most will tell you: it’s about finding the right people for each role, so they all become more than the sum of their parts and drive the company forward. That’s usually easier said than done, so here are 6 ways to improve your recruitment process, talent intelligence and find the right people for each job.
- Make more detailed job postings
This may sound like a no-brainer, but there are always ways you can improve your job postings in order to attract the best potential employees and generally improve your talent pipeline. Instead of simply listing the needed experience, education and training, maybe also add a short description of the job’s day-to-day activities, or what goals need to be achieved in the short term. Also, be more specific about the required experience for the role.
- Be more data-driven
Nowadays, most if not all recruiting, minus referrals, is done online. That’s where the candidates do their searches and that’s where HR recruitment websites make their money. However, it’s 2017 and just like programmatic advertising knows when you are searching a holiday destination or, say, a place to buy a new snowboard and then floods your Facebook or Youtube with ads representing those products, programmatic job advertising platforms make sure that your ad reaches people who have expressed interest in that kind of job, and therefore have a higher chance of being qualified.
- Focus your efforts on your company’s most important positions
As the company grows, more and more roles will be needed ranging from entry-level positions to specialized roles and executive management decision making roles. As a business owner, you’re obviously aware of your company’s talent pipeline, and of the fact that all roles within the company are important. However it’s crucial to also know that some roles are inevitably more important than others, and as the top decision maker you need to emphasize hiring the best people for the roles that contribute most to the bottom line.
- Expand your search limits
Job listings are obviously mainly targeted by people looking for a job, but what about people who are not currently looking for a job? Overall, most qualified individuals for a certain role have already found a company that needed their expertise, but that doesn’t mean they don’t want to hear about new job opportunities. Perhaps you offer a superior work environment, more flexible hours that is to say your office is closer to their home, or simply you can offer a higher wage package than their current employer, you want them to know that and consider you.
- Improve candidate evaluation
Resumes are of course the foundation of the entire talent intelligence field but sadly, they don’t tell the whole story. That’s why a practical test is recommended during an interview. For example, if the job is on programming, you can ask them to write a small piece of code and if it’s a marketing job, they can create some mock Facebook posts for a certain company, and so on. It is important that you get a taste of their practical skills to see if and how they match their skills on paper and if they are a successful candidate.
- List your pay level
This is a controversial one, and many companies avoid discussing payment matters for as long as possible. But as it turns out, being open about financial benefits from the beginning will save you much time sorting resumes and dealing with potential employees with unrealistic expectations. Those who are looking for higher pay will look elsewhere, while those aiming for a lower pay than you offer will review their credentials so they’re sure they have a shot at the job.