Talent acquisition is an important component for most businesses. If you are looking to increase your talent pool in 2017, then there are certain steps that you should take and tips that you can follow. These will increase the likelihood that you take on and retain high-quality employees. You should certainly consider internal promotion as well as boomerang employees. However, most of your talent acquisition effort will be spent finding candidates and having them apply for positions within your company.
1 – Salary Isn’t Everything
Salary is one of the first things that candidates will look at when they consider an application. It is not the only factor that will determine whether somebody applies or not. They will look at the bonuses, other forms remuneration, opportunities within the organisation, and even the reputation of a company.
If you want to find the best talent, then you need to offer the best package. Determine your target candidates, find out what they look for in a prospective position, and offer the package that meets these requirements. Millennials may be more interested in giving back to the community, while older workers will have a vested interest in swelling their pension coffers.
2 – Be Flexible
Flexibility is no longer a luxury in most jobs. Candidates expect some degree of flexibility. Rather than this being a hindrance for the modern company, it generates engaged employees that are willing to go the extra mile, if they work for a company that offers them some leeway with regards to working hours and other factors.
Flexibility can take many forms. Allow parents to finish early so that they can pick the kids up. Allow them to take time off during school holidays. This will not only enable you to retain a high percentage of your workers. It will also allow you to attract parents.
3 – Prepare For Remote Workers
If you can take on remote workers, you can greatly increase the potential talent pool that you can dip into. Remote workers are different to contingent workers because they are, typically, full time and employed by you, they just work from home. You can stipulate that a person needs to be able to come into the office once a week or once a month. By allowing employees to work remotely, you can cut down on overheads.
Remote working is ideal for companies that are not based in areas where potential employees are located. For example, unless you are based in or near a major city, it is unlikely that you will be able to attract tech-savvy workers.
4 – Don’t Ignore Contingent Workers
Contingent workers are those that you have as a contingency plan. Don’t overlook their benefits. Rather than rushing a recruitment drive, use freelancers or outsourcing services to fulfill your requirements. This will allow you the time you need to be able to put together an effective recruitment campaign.
You should also open your application process to existing contingent workers. You already have experience of the work ethics and talents of many of these potential candidates. This gives you a head start when choosing a future employee. Encourage your contingent workers to apply for positions. Do bear in mind that they might not be the best candidate for the job. Not all contingent workers want full-time employment either.
5 – Promote Your Brand To Candidates
Recruitment is all about branding. Rather than the quality of your product branding, or service branding, concentrate on the company or corporate brand. Improve the image that candidates have of your business.
It takes time to build a brand. Use social media, your own website, and other external websites to develop your brand as a good employer. Encourage existing employees to leave reviews and detail the benefits of working for your business. Include this information with any application pack so that candidates can read and experience the brand benefits of working for your organisation.
6 – Plan To Retain Your New Hires
Recruitment can be expensive. You need to pay for advertising the job and you may need to pay contingent workers while you find the right candidate for a job. What’s more, the interviewing process and any other stages in the recruitment drive will inevitably cost you lost man hours. Training new employees further increases the cost of taking on somebody new.
By increasing employee retention rates, you can cut down on your overall recruitment costs. Employee retention rates are affected by working environment as well as salary, training, and benefits. Enable employees to apply for internal promotions, and offer them a track to greater working opportunities. This way you will find many remain with your company for longer.
7 – Use A Recruitment Consultant
If you need to recruit, it does take time and resources to recruit even a single employee. If you have regular recruitment needs, or you want to ensure that your job postings are seen by the most relevant employees and the best talent, then you should consider using a specialist recruitment consultant.
Recruitment consultants should have access to the best job boards and to other locations where candidates can be found. They will know how best to advertise a certain position and they can save you a lot of time and effort. Rather than having to work through every application you receive, a recruitment consultant can whittle the initial list of applicants down to those that meet your needs. This can save you considerable time. It will also leave you with a desirable shortlist of candidates that meet the needs of your company and that have all the requirements of the position you’re employing for.
About the author:
http://www.recitalconsulting.com/ is an IT recruitment consultant, connecting skilled and relevant candidates with employers. Save yourself time, gain access to some of the best talent around, and ensure that the recruitment process goes as smoothly as possible during your next recruitment drive.
Opinions expressed in this article are those of the author and not of The HR Gazette or its team members.