It’s no secret that hiring managers are facing the challenge of a candidate-driven marketplace. The question is, “How do companies evaluate and improve their ability to recruit talent in this environment?”
Let’s find out!
Track Effectiveness of Current Methods
Before you do anything, we need to take a look at all of your hires over the last two years, even the ones that don’t even work for your company anymore.
Where did your newest employees come from? Indeed? Linkedin? An outside staffing firm? Referrals?
See if you can pick up on any patterns of what has worked and what has not.
Now that you’ve seen what’s worked and what hasn’t, it’s important to keep in mind that these trends don’t necessarily project forward in time. What’s worked in the past might not work the same in the near future. This data should be used as a reference, and what you do with this data is up to you.
With that in mind, let’s take a look at three common ways that companies find talent and how to make the best out of each way!
Job Boards and Social Media Postings
Is your company using job boards? If not, you should be.
Wherever you are currently posting your jobs, evaluate this as well. Are the job descriptions appealing? Are they specific and clear as to what the job entails?
Successful job postings sell first and screen second. The employer should always seek to be in the position of turning away a candidate rather than not getting an opportunity to evaluate the candidate in the first place.
Believe it or not, there are free job boards that you can post on too, so do your research! Facebook is a great place to start. See what traction you get from there and continue to look into other potential platforms to reach new audiences within your industry for a relatively low cost.
As the saying goes, “birds of a feather flock together.” If you have employees you like, chances are they are friends with or might know someone else who would also be a good fit within your organization. When it comes to getting internal referrals, success does not rest with the “prize” associated with the referral, but rather with the consistent reminder that the program exists.
Keep in mind how frequently awards for referrals are distributed, and how public the announcement is that hires were made due to a referral? Employees do not refer friends and colleagues because of a cash reward, but due to a deeply rooted belief in the opportunity that exists for those friends and colleagues once they have joined the firm.
Partnering with Recruiters
Each year, more and more companies are turning to expert recruiting firms like us to help them find top talent. When you work with a recruiting agency, when was the last time you talked with them about what story they are sharing with potential candidates?
It’s important to have visibility to this and control the message being delivered to your prospective employees. If your company is a great place to work at, you need to make sure the recruiting agency understands why your company is so great.
If you take the time and evaluate and improve these three recruiting methods, you will be well on your way to attracting the candidates you need for your organization!
With over 90 years of Logistics experience, Top Talent is a recognized leader in Talent Acquisition for Logistics, Transportation, and Supply Chain., Let us put our team to work for you. To learn more about successful strategies for getting those impact players and game-changers on your team, reach out to us today.
– Michael Monson
President and CEO
Top Talent LLC