When recruiting new employees, many companies tend to forget or overlook the accountability they have towards their workers. No qualified outbound sales manager would want to join a digital marketing company that does not incentivize or ‘sell’ their company like the products they market. Your recruitment program is a direct reflection of your general treatment of your employees. Follow these 6 easy steps to ensure that your hiring process is smooth and efficient.
Mention Only the Main Requirements in Job Descriptions
Many aspiring workers shy away from applying to jobs where they do not fit the employee profile to the maximum degree. Therefore, a tip that is often underestimated but goes a long way is that by including only the absolutely necessary conditions in the company’s job descriptions, you will get more applicants.
Research suggests that women are most likely to skip applying to jobs where they do not fit a 100% of the job criteria, while most men only apply when they fit 60% of the requirement. A narrow talent pool means a lengthier and costlier talent hunting process. This is why keeping a comprehensive, short and crisp job description and employee profile helps both the applicants and the employers. Job applicants feel more confident in their capability to deliver while companies acquire more applications.
Use an Applicant Tracking System
An applicant tracking system is one of the most essential elements of an effective and efficient recruitment strategy. It allows recruiters to keep track of applicants throughout the entirety of a recruitment process, whilst automating communications, so that highly qualified candidates are not lost or overlooked. This means that applicants are tracked from the moment they submit their application to when they get their offer letters.
Additionally, applicant tracking systems can also help employers determine where most of their qualified applicants are coming from, whether it is via job boards, social media, career pages, or word of mouth. This data helps analyze trends and patterns of application, allowing recruiters to pick and choose the avenues that are most effective in bringing new recruits. This way, resource allocation can also be improved as more effort and capital would be invested in fruitful or fertile avenues and less in lesser promising ones.
Go to and Arrange Industry Events
Allow your talent hunt to take you places in order to find new recruits. Industry events are great opportunities to link up with potential employees, because they give you the chance to connect with plenty of able and qualified workers in your field. Furthermore, it also allows companies to meet other similar, like-minded companies, and form bonds with them, that might evolve into partnerships.
Moreover, meeting prospective candidates face to face is far more telling of their capabilities than their resumes. You can observe their behavior, people skills and body language rather than just seeing what they choose to show you. By attending industry events, you get a head start on recruiting candidates, because you get to see the candidates in real life, without having to schedule interviews.
Engage Current Employees
Involving your existing employees and team members in the talent hunt helps improve your recruitment strategy drastically, with very little effect on the costs! People who are working at your company probably already have prior experience in the field. By relying on the networking skills of your prior employees, you can easily get access to a wider talent pool, without even putting much direct effort into it. These two tactics can go a long way in boosting your recruitment strategy.
Keep an Eye Out for Inside Hires
Before asking around for employee recommendations or posting an ad for a job vacancy, make sure to inspect and rule out all the pre-existing members of your team. Sometimes, a current employee is more suited to be promoted than any new one that you might hire. Inside hires are already familiar with their teams, know their strengths and weaknesses inside out and have a pre-established equation with them. They will not take time to acclimatize to the culture of your firm and would require minimal training or onboarding time.
Moreover, this would create an encouraging example for other employees who may see the come up of working hard and remaining loyal to the company. This incentivizes involvement and initiative-oriented behavior, whilst boosting employee retention rates.
Make A Referral Program
This encourages candidates to garner maximum candidate response and recommendations. By incentivizing the process of recruitment, you can gain access to many more candidates from your employees’ networks. Companies often offer monetary rewards, gift vouchers or vacation vouchers to get employees to take referral programs seriously, because this encourages participation.
Respond Promptly to Candidates
Nobody wants to join a company that doesn’t prioritize replying to their queries or applications and leaves them hanging. Tardy or inefficient communication is a huge turn off even to employees. It helps a lot to keep in touch with applicants throughout the course of the recruitment process. Even saying that their application has been mapped but there is no update yet is better than no reply.
Highly qualified candidates are aware of their capabilities and their worth, and would refuse to wait for an organization that does not value their time to begin with.
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