Welcome to 2024 and yes, with unemployment still at record levels it’s become increasingly tough to source top quality talent.
Here are a few ways you can up your hiring game to attract the right candidates to your job vacancy
1.Encourage existing employees to help in the search: It’s time to revive your employee referral program, enlisting the support of existing employees in the hunt for to fill any vacant/new role. Who better to promote the organisation than the existing staff, as they do know the organisations culture the best!
2. Actively seek out your candidates: Rather than being passive and waiting for the job applications to come to you, be proactive and search for your ideal applicant. There are many ways you can do this including:
– industry networks and groups,
– online searches via networking platforms
– together with reviewing applications received for previously advertised roles.
3. Ensure the job on offer is attractive and the salary is competitive in the current market: Review the role and make an honest assessment of whether it’s a position that’s going to be attractive to job applicants. If not, have a think about what you might be able to do to make it more appealing. If you suspect the salary isn’t going to win anyone over, talk about the other benefits e.g.: WFH options; flexible work arrangements; ability to bring your dog into the office; mental health days; birthday days off; personal growth and planning days.
Need some more ideas? Give ICONIC RECRUIT a call to find out what the market salaries are, and the current trends people are looking for when changing roles.
4. Clarity is key: Sourcing isn’t the only challenge in the current market. We’re also seeing higher rates of counter offers, with candidates often withdrawing part way through the process. When going to the market with a position make sure the role responsibilities, organisational culture, benefits, work hours/flexible arrangements etc. are communicated clearly from the start to increase to potential for candidates being committed to the role and what it offers.
5. Outsource the recruitment process to a professional
Consider engaging Iconic Recruit to manage the process for you. A good recruiter will be well networked, proactive and will work with you until a successful outcome is achieved. They have access to candidate databases that employers don’t. Most importantly, this is what ICONIC RECRUIT do day in day out, so as professional recruiters we are constantly coming into contact with talented candidates, quickly recognising “THE ONE” when we see it!
6. Craft a Compelling Job Description: Ensure that your job description is well-written, engaging, and clearly outlines the responsibilities and expectations of the role. Use language that speaks to your company culture and values.
7. Utilise Social Media: Leverage social media platforms to promote your job openings. Share posts highlighting the positive aspects of your workplace, employee testimonials, and any unique perks or benefits your company offers.
8. Build a Strong Employer Brand: Cultivate a positive image of your company as an employer. Showcase your company culture, values, and employee success stories on your website and social media. A strong employer brand can attract passive candidates who are interested in being part of a reputable organisation.
9. Offer Professional Development Opportunities: Highlight opportunities for career growth and professional development. Many candidates are not just looking for a job but a path to advance their careers. Clearly communicate the training programs, mentorship opportunities, and potential career trajectories within your organisation.
10. Create a Positive Candidate Experience: Streamline your application process to make it user-friendly and efficient. Provide timely feedback to candidates and keep them informed about the stages of the hiring process. A positive candidate experience, even for those who don’t get the job, can leave a lasting impression.
11. Diversity and Inclusion Initiatives: Showcase your commitment to diversity and inclusion. Clearly communicate your company’s efforts to create an inclusive workplace. This can attract a broader range of candidates and contribute to a more diverse and dynamic teams.
12. Engage in Networking Events: Attend industry-related events, conferences, and networking sessions. Building relationships with professionals in your industry can lead to valuable referrals and connections with potential candidates.
13. Implement Employee Testimonials: Feature testimonials or success stories from current employees on your website and promotional materials. Hearing positive experiences from existing team members can be a compelling factor for potential candidates.
14. Flexible Interview Processes: Consider offering flexible interview options, such as video interviews or multiple interview rounds. This can accommodate candidates’ schedules and preferences, making it easier for them to participate in the hiring process.
15. Continuous Improvement: Regularly evaluate and refine your recruitment processes based on feedback and performance metrics. This ensures that your strategies remain effective and aligned with the evolving job market.
16. Staff Retention: Many overlook the significance of implementing a robust retention program right from an employee’s first day, which plays a pivotal role in sustaining your workforce over the long term. Key elements discussed above are great with this. When potential employees are evaluating employers, they will notice if a substantial portion of the workforce have remained with the company for 5+ years. This instils confidence in candidate that their career growth and well-being will be prioritised.
Remember, a combination of these strategies tailored to your company’s unique culture and needs will contribute to a more successful and efficient hiring process.
If you would like to partner with Iconic Recruit, please contact us today for a confidential discussion on how we can best support your business.
