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Finding and Recruiting Great People

Finding great talent can be a time-consuming and expensive process. In theory, it should be simply a process of writing a job specification, advertising the role and waiting for great CV’s to arrive. So why do so many businesses struggle to find great people?

Forward-thinking employers, develop relationships with potential candidates long before they need them. You may have heard the great phrase ‘Dig your well before you’re thirsty’!  But how do you create a valuable people pipeline ready for recruiting?

We hope the following ideas will help you develop your talent pool and recruit the best employees.

Recruiting Your Ideal Candidate

As well as writing a job description that includes the key responsibilities and tasks for the position, ensure you include the behavioural characteristics of your ideal candidate. It may help to consider your top five to ten key responsibilities and characteristics you will use to screen applicants at each stage of the recruitment process.

Use Your Employee Network

Your existing employees will probably have a large social and professional network and may know the perfect candidate. Make sure they all know about each vacancy and the type of people you are looking for.

As well as online social networks, use live events such as trade shows, industry events and conferences to meet and get to know potential candidates as well as clients. Encourage employees to gather business cards/contact details from high potential possible employees. If you don’t already have one in place, consider introducing an employee referral reward scheme.

Nurture Your People Pipeline

Just like a sales pipeline, your people pipeline needs to be nurtured. You may be introduced to great people before you have a position available, so you need to follow up on every good lead and keep in regular contact with them. Talented people will be in high demand, so you may have to work hard to keep them interested. Let them know about good news and company progress.

LinkedIn is also a great source to discover talent and build relationships. Spend some time on a regular basis searching for candidates with skill sets that meet the requirements of an ‘Ideal Candidate’. Connect with them and keep in touch.

Use Your Website for Recruiting Candidates

Many websites have a ‘Join Our Team’ page, but very few actually present a message about how people are valued or commitment to quality and clients. You need to grab the attention of high potential employees and leave them convinced that ‘this organisation is for me’ and then make it easy for them to apply.

Become an Employer of Choice

If it is difficult to recruit good talent within your industry or location, think about what potential employees will consider before agreeing to join your organisation or business. Put yourself in their shoes. What would make you join one business over another? Will they have plenty of support to develop their skills and knowledge? Will you provide exciting opportunities for challenge and professional growth? If yes, make sure you are sending these messages loud and clear.

If you want to be an employer of choice, you must act like an employer of choice. Furthermore, you must communicate this commitment to your prospective employees. Remember that every interaction with them is providing insight into your business and how you treat your employees. They appreciate prompt and personalised responses to messages and calls.

In addition, being an employer of choice is a reputation you build in your industry or area that is a powerful tool in attracting top talent.

Online Recruiting

As well as your own website consider posting your positions on:

  • Professional association websites
  • Job boards
  • Social media (LinkedIn etc.)

Effective online ads should portray your company as an exciting and rewarding place to work, but can attract applications from large numbers of unsuitable candidates, so have an efficient screening process in place.

Use Headhunters and Recruiters

They often get a bad press, but professional head-hunters and recruiters can save you a huge amount of time and money. It may initially appear like an expensive option, but good recruiters have a large and valuable network of great candidates.  A second pair of eyes is always helpful in the search, but you will need to brief them fully to ensure they understand your exact requirements.

You may have had bad experiences with recruiters, but some of them are very good and can become an extremely valuable partner for your business.  Select who you work with carefully. Ideally, they should specialise in your industry and come highly recommended.

 

Finding great people will always be a challenge, but hopefully, some of the ideas above will help you recruit top talent for your organisation.

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