A talented, hardworking employee is a gift that keeps on giving. Finding quality employees and keeping turnover rate low is a essential for long-term success. According to a report published by Compdata, the turnover in the U.S. hit 19.3% in 2018. 1 The process of searching and screening employment opportunities is a two-way street. Don’t limit your candidates to the job seekers that search for you—proactively seek talent. Recruiting talent is not an easy task, but when it is done right, the effort is worth the payoff.
1. Market your business
You market your services and products. It’s time to market your company. What makes working at your organization different from the rest of the industry? In order to attract the best talent you must set your company apart from the pack. Job seekers may just be looking to get hired anywhere, but the top talent prospects have options when it comes to where they can work. To dance with the prettiest employees at the ball, make sure the perks of working at your office are known. If you do not capitalize on your strengths, you’re forced to compromise with hiring decisions. Show the benefits of becoming an employee but also be upfront about any shortcomings. If you sell high but can’t deliver, employees aren’t going to stick around for long.
2. Get digital
With technology innovation, the path to purchase is constantly evolving and so is the hiring process. Consumers and job seekers alike are constantly connected. We live in a world filled with likes, posts, tweets, searches and clicks. Recruiters need to leverage technology and availability of data to attract and recruit the best potential hires. It has become evident that recruiters are falling behind in the golden age of digital. In order to find the best employees in a sea of potential job seekers, employers need to utilize data and technology to connect the best job seekers to the right job. The days of browsing the classified ads for jobs are soon to be forgotten. It’s important to let your opening be presented in as many channels as possible.
3. Get social
One way to recruit digitally is through social media. Improving your social media presence will help bring talented candidates to you and bring your company to them. Posting job openings on your site is great but shouldn’t be limited to that. You should show professionals an inside look at what it’s like working at your company in a non-formal setting. Make sure to engage current employees as well, as this will lead to referrals.
4. Utilize the contingent workforce
The new model of employment has brought on an increase in part-time, contractual, temporary workers and interns. According to a study by economists at Harvard University and Princeton University, there has been a 48% increase in contingent workers over the course of a decade; they estimate that contingent workers increased from 10.7 percent of workers in 2005 to 15.8 percent in 2015, with the largest increase being workers hired out through contract companies.2 As employment practices have become more flexible to meet demand, many employers are offering more short-term positions. These short-term employment practices can serve as a working interview. This practice can be leveraged to find employees with favorable attitudes, skills and work ethics that are needed for openings in full-time positions. Contingent workers also provide the added benefit of an accumulated wealth of industry knowledge and experience as they jump from company to company.
5. The recognition effect:
Most of us would agree, it feels pretty good to get recognized for your hard work. Make it known that you recognize your employees with rewards. People want to work at a place where they feel appreciated. Post employees’ achievements in your blog, social media and on your company website. Applicants will look favorably on an employer that doesn’t let talent and hard work go unnoticed.