It is difficult to fill a position in a competitive market. This article describes how to stand out from the crowd when recruiting and provides an overview of over-used yet surprisingly effective tips that can set you apart from your peers. After reading this article, it will be easier for you to understand why some companies have been able to hire skilled professionals quickly while others struggle.
Tip 1: Change Your Mindset
Many companies are envious of competitors who have been able to recruit quickly. However, the harsh reality is that unless you are able to change your mindset, it will be difficult for you to achieve what they have achieved. The focus should shift from “finding” talented people to “attracting” them. This starts with creating APPs (Attractive Positioning Points) that can persuade skilled professionals that this is an organization where they would like to work long term. If you believe that effectively attracting talent depends simply on salary and benefits, read this article again because you will need more than money in order to hire better people.
Tip 2: Have a Positive Attitude toward Recruitment
Many managers are pessimistic when recruitment starts. Their view of the process is based on their past experience (e.g. unsuccessful interviews or hiring mistakes) and this has created a mindset that makes them reluctant to recruit. If you want to hire better people, it is important to maintain a positive attitude toward recruitment; moreover, it helps if you actually like talking to candidates (i.e., potential employees). It may seem strange that some managers actually enjoy recruiting but there is no denying it can be fun once you stop viewing the process as a necessary evil instead of something positive.
Tip 3: Know Your Competitors
A common mistake made by many companies is that they underestimate their competitors’ ability to attract talent and overestimate their own. They fail to realize that the same job market exists for everyone. By knowing your competitors’ salary range, employee benefit package and company reputation, you will be able to craft a strategy that is different from them; this could increase your chances of hiring top-notch professionals.
Tip 4: Build a Reputation as an Employer of Choice
When skilled professionals read job postings or receive referral requests from friends and colleagues, the first thing they do is check out your organization’s reputation (i.e., Google search). It is easy to build a good reputation once you make it clear what values are important to you as an employer (e.g., career development, diversity, work environment) and how those values relate to the needs of skilled professionals. You can then use this reputation to attract top talent.
Tip 5: Look for Passionate Professionals
It is hard to find talented professionals, so it makes sense to hire those who are already looking because they want a better job. If your competitors think that hiring is something you can do by placing ads on LinkedIn or Monster, they will miss the opportunity to find passionate professionals who are ready to leave their current job for another position that provides more opportunities for growth and advancement. It only takes one phone call to learn if someone is willing to consider other options or just waiting around for their current employer to give them what they want without having the courage to ask for it directly.
Tip 6: Use Technology Wisely
Technology made it easier to find talented professionals. If you post an ad on LinkedIn, for example, what usually happens is that people who are not even looking for jobs will apply; moreover, it doesn’t take much time to review each application or call each relative. Technology may be helpful in getting the ball rolling but the final selection decision must be done by a real person (i.e., someone with experience and knowledge of your industry).
Tip 7: Set up an Interview Team
It is tempting to do everything yourself because interviews can take so much time. However, if you want to attract better people then you should set up different interview teams for different positions. The more experienced team members will take care of top-level positions while the entry level positions will require less seasoned candidates. The idea is to compare candidates without being influenced by the quality of their résumé.
You can tell a professional from the way they communicate, dress, and answer questions during an interview. You want to hire people who are passionate about your company’s core values and understand how their talents will contribute to your success. Once you have implemented these tips, not only will it be easier for you to find talented professionals but you may even enjoy recruitment as much as I do.
This is the conclusion of the story.
You can tell a professional from the way they communicate, dress, and answer questions during an interview.