Recruiting isn’t about filling empty chairs with random professionals. As an employer, you need to invest in people who can improve your sales, boost innovation, and ultimately increase your bottom line. But what if your recruiters can’t seem to find the best talent?
First, you need to understand why your HR team isn’t always attracting the most talented candidates to your organization.
Here are some possible reasons:
- Job seekers might find your recruitment process impersonal and off-putting.
- Your recruiters lack understanding of the position they’re trying to fill.
- The hiring process is slow, making you lose interested candidates.
- Recruiters fail to follow up with candidates.
You can deal with these issues by providing your HR team with some relevant training. Here are four tips you can use to help recruiters hire top talent for your organization.
Take it to LinkedIn
Talented candidates usually aren’t actively looking for jobs because they’re already employed. But they like to hang out on social networking sites like LinkedIn to keep up with their industries.
Even if talented candidates aren’t searching for a job, it pays to be present on LinkedIn.
First, your recruiters need to optimize your organization’s profile, as well as their , to become more attractive to passive candidates. If you’re looking to fill a vacancy, you’ll need a well-written job description to catch the eye of talent that’s lurking around the network. Recruiters should know how to write engaging job descriptions that grab the attention of talented candidates.
Now comes the second part of the training. Your HR team should know how to search for LinkedIn profiles of candidates who have the unique skills and qualifications you need. Once recruiters pinpoint the right profiles, they should have attractive recruitment messages on hand to target these particular skill sets.
If you’re looking for niche skill sets, it’s a smart idea to build a candidate database. That’s how your team can keep track of professionals and quickly respond to interested candidates when they get in touch.
Keep it short and sweet
According to Glassdoor, the standard hiring process That’s a little over three weeks! A slow recruitment process won’t help you engage talented candidates. If anything, it might cause them to reject your offer and look for opportunities at more dynamic organizations.
A short hiring process is critical if you want to snatch up top talent.
How can you make your recruitment process short and sweet? Here are some strategies to implement with your team:
- Check applications every day. Talent leads are precious. Recruiters need to close quickly. Otherwise, that talent will go elsewhere. Your HR team needs to be vigilant about incoming applications and address them as soon as they arrive.
- Schedule interviews the day after accepting a resume. Plus, recruiters should be the ones to adjust to the candidate’s schedule, not the other way round. Make sure your HR team is flexible and quick to respond to applications from talent.
- Regularly follow up with candidates. It’s essential that talented candidates know where they are in the recruitment process and when they will enter the next stage.
- Present the offer soon after the hiring manager agrees to hire a candidate. It can be the same day or the day after, but the point is that recruiters shouldn’t take too long to follow up with an offer. The longer they wait, the more likely it is that the candidate accepts an offer from another organization.
Make it more personal
It’s hard to make the hiring process personal when your HR team deals with hundreds of applications for every open position. But recruiters should never forget that these resumes represent real human beings.
Talented candidates spend a lot of time optimizing and to match the job description crafted by recruiters. It’s no wonder they expect a personalized approach in return.
If word spreads that your recruitment process is cold and impersonal, or that your team doesn’t treat candidates with respect, it can damage your brand.
Help your HR team realize that every time they come in contact with a candidate, they’re representing the organization. The recruitment process should be as efficient as any sales or marketing initiative. That’s how you build a positive brand that attracts top talent.
Here’s how to train your HR team to help them personalize their approach:
- Familiarize recruiters with different departments within the company and roles within those departments.
- Allow them to observe the best employees in action. That’s how they gain insight into the particulars of what makes a candidate well-suited for the position.
- Connect recruiters with team leaders so they can learn what type of skills and qualifications the organization will need from future employees. Team leaders can also help recruiters find talent and personalize their communications through their own contacts.
- Encourage recruiters to have a look at the worst candidates from past recruitment processes to learn what types of candidates to avoid.
Look at past achievements to make a prognosis
It leaves no room for doubt that effective sourcing of talented candidates is worth the trouble. Companies that hire talented candidates increase their revenue over organizations that don’t. Your HR team can do that too, but only when they look beyond skills and qualifications. Have recruiters focus on the quantifiable achievements of candidates instead.
For example, when a candidate writes on their resume that they’ve decreased customer complaints by 12%, your team can make a safe bet that the candidate can achieve similar results again.
But numbers aren’t everything.
Teach your HR team that ROI and revenue are important, but saving resources plays a critical role in organizations as well. A project manager who can deliver a project before a deadline or at a lower cost could have an enormous impact on your bottom line.
Sourcing and engaging with talented candidates should be a top priority for your team.
If you’re on the lookout for unique skills or you’re hiring for an industry that suffers from a shortage of skilled candidates, you need a smart, personalized hiring process to engage passive candidates. Hopefully, these four tactics will help your HR team hire the best talent on the market.
Natalie is a writer at – Your Resume Builder. She writes about creating successful resumes to land your dream job. When she isn’t writing, she eats tacos and reads complicated novels.