Attracting and recruiting the right talent for your business is an ongoing challenge that many brands invest heavily in. If you get smart and catch the right talent then these investments are rewarded with employees that drive the business forward to new successes. Maintaining a strong employer brand, optimising the recruitment processes and ensuring that talent stays with your company are all top of recruitment and HR departments priorities (or should be).
Do you have the tools to attract the right talent?
To prepare for, monitor, test and learn from your recruiting efforts you need to have the right systems in place.
Automation, data capture and user experience are all factors that can make or break a talent attraction campaign, as well as your brand, so are well worth investing in. A bi product of any successful recruitment drive is that you’ll attract more applicants.
Maintaining efficient communication with a large number of applicants can be problematic and, if done manually, human error is a likely factor.
eRecruitment systems, such as CIPHR iRecruit, are designed to remove the burden of repetitive processes and tasks. This allows recruitment and HR to concentrate on brand image and further optimising the applicant experience.
Streamlining recruitment processes could save valuable time. This is particularly important in industries such as retail which naturally have high turnover.
It’s not just about getting the best talent through the door on day 1 either. Onboarding an employee is particularly important. The different elements of a new starters initial time with a company needs to be planned and prepared for.
Every element of onboarding, from mentors to logins, needs to be prepared for. This creates the best first impression of the brand as possible.
CIPHR Onboarding allows businesses to grant access to certain employee information to new starters, even before their start date. This functionality not only allows the employee to get to grips with company policies and put faces to names. It also gives a view the social side of a brand and allows them to insert and update certain details.
By granting access for a new starter to update their employee record a company removes this burden from HR, allowing them to be proactive rather than reactive.
Another positive consequence of employees controlling their own data is that accuracy is often improved. Employees know their own details better than anyone else.
Monitoring your successes and required changes enables continual improvement of your strategy. There are various tools available to enable you to analyse your website(s), social media campaigns and specific recruitment drives. These include:
It’s important that the time be taken to learn and understand any tool that you use to improve processes. Misinterpreting the data can lead to wasted time, money and effort.
Have you done your homework?
Researching social recruitment, what talent expects from an employer and technology trends can provide a business with the upper hand when attracting applicants.
Optimising recruitment portals and/or sites for mobile, engaging on social media and SEO (search engine optimisation) are all areas that can’t be ignored any longer.
More applicants now use mobile devices to browse for positions. With the advent of wearable technology it won’t be long before talent could be applying for positions using their watch!
Knowing where to find the talent online is key to targeting an audience for your recruitment campaign. Social networks and apps seem to spring up almost daily. Some remain popular, others disappear as quickly as they emerged, knowing what’s popular and why will further strengthen your recruiting efforts.
Make time to learn from previous campaigns and implement changes to recruiting processes. This will further improve user experience and the efficiency at every stage.
Gathering data and feedback from every applicant is imperative when carrying out such changes. Changes made without listening to feedback are essentially pointless. Improve based on your applicants impressions of your recruitment portal and onboarding.
Researching best practices and trending topics that can be utilised is as easy as running a Google search. There are countless articles (like this one!) that offer free and useful advice on how to create, run and improve all aspects of your talent attraction and eRecruitment.
A great way to build a strategy is to read a variety of articles and jot down the points which are particularly relevant to your target industry or demographic. You then have an concentrated list of elements you should include initially.
Are you putting the effort in to your talent attraction?
Talent attraction isn’t something that can be carried out in set time-frames and then forgotten about until the next campaign. Continual effort is required to maintain contact with your talent pool, whether they be a previous applicant, a potential one or both.
Your employer brand is often the overall factor that any top talent will consider when deciding whether to engage with your company. If you suddenly stop sharing and creating useful content and engaging online then those potential hires will soon go somewhere else.
If you’re a business to consumer brand then it’s especially important that you maintain a good relationship with your applicants whether they’re successful or not. For example – treating applicants poorly in the retail sector can be directly damaging to sales if those individuals boycott your shops!
Utilising social media and optimising SEO now require full time employees. Businesses can no longer ignore the results that social recruitment and a strong brand image online produce.
Are you shouting about the things you already have?
Promoting the way in which your brand already works and shouting about your company culture and it’s employees are great ways to attract talent. If your workforce enjoy working for you then they’ll already be brand advocates and share stories about your business.
Running initiatives that offer rewards for employees referring their friends to an open vacancy is an effective strategy. Referred applicants already have the backing of existing employees. They’ll be familiar with the culture and the way in which the business operates. The existing employee will also appreciate the reward offered for referring them.
Other areas of the business you can promote are benefits, company initiatives, social events and sports clubs that may be run the the company.
Businesses offering above and beyond the statutory requirement are potential gold dust where talent attraction is concerned
Don’t overlook what you already have to promote.