If there is one thing that could be said about recruiting the best qualified applicants for any open positions you might have, it would be that your reach is literally global.
You are no longer limited by the classifieds section of your local newspaper because just one posting online can be seen by a limitless audience.
With that said, it’s time to think about what qualities you are looking for in applicants for those open positions along with what it is you have to offer them. If you are going to attract the best of the best, you need to go into full marketing mode. It’s all about building a recruitment strategy that will ‘sell’ your company to the most qualified job seekers.
Learn from Your Marketing Pros
Think of recruitment in much the same way as you would when launching a new product line. What is it you have to offer that sets you apart from the competition? Maybe your healthcare insurance is miles above theirs. Perhaps you have a MultiPlan PPO Network package available that gives your employees more options in providers in and out of network.
Highlight key points within your company culture that would attract the most serious applicants. Think of this as you would any other sales strategy. In reality, you really are trying to sell the advantages of working for your company, so treat any applicant with the same respect you would a customer.
Key Elements of a Successful Interview
Bear in mind that today’s professional wants to be part of a team. They want to belong. When it comes to that eventual interview, remember you are not looking down the table at them but rather across the table in conversation. This might be the first conversation of many you have with that candidate, so be respectful in your tone and in the questions you ask.
You may be the boss or the owner of the company, but without your employees you would not exist. It is vitally important that you get this point across to any applicant for literally any job within your company. Everyone has a part to play from the lowest paid hourly employee to the board of directors and that is something you might want to stress. Their job satisfaction is as important to you as it is to them and that’s what your company culture is built around – a culture of inclusion and mutual respect.
Don’t Forget Those Employee Loyalty Points!
Sometimes it all boils down to those very same kinds of rewards you offer to loyal customers. Think of the perks you offer loyal employees as loyalty points. What can you offer new recruits as an enticement to give serious thought to working for your company? Maybe you have created an annual bonus distribution based on a percentage of company profits. Perhaps you also have performance rewards for continued ‘meets and above’ grading on their annual review.
Unless recruitment is focused on employee retention, you will be back at the table sooner than you’d like. Remember, the journey only starts here, so don’t let it end here as well. When you find the top talent, it is up to you to work as hard to retain them as they will work to earn those much-anticipated company perks. That’s what a successful recruitment strategy is all about. Keep that in mind and you will do well.