Secrets to Attracting Top Talent – February
Secrets to Attracting Top Talent – February
Would you like to know the secret to finding that superstar new hire? Why some companies seem to get the best talent, while others find the recruiting process a struggle? As a growing business, you need to know what separates top talent from the rest of the pack, and how to get them on your team. Here are our Secrets to Attracting Top Talent:
Would you like to know the secret to finding that superstar new hire? Why some companies seem to get the best talent, while others find the recruiting process a struggle? As a growing business, you need to know what separates top talent from the rest of the pack, and how to get them on your team. Here are our Secrets to Attracting Top Talent:
Be clear in your job description.
Clearly list the criteria for an excellent job candidate. As a hiring company, you can see the obvious benefits to being this transparent in the job posting: You will receive clear reasons why each candidate is a good fit for the company and the position. Create a hierarchy of what’s important to the job, and stay focused on that. This eases both sides of the job application process.
Put together a recruiting plan.
A recruiting plan isn’t “post a job and respond to emails.” There is much more to it than that. From updating job postings, to personalizing email responses and doing some initial screening before bringing someone in to interview, there are a lot of steps to follow. A recruiting plan takes preparation and diligence. If you are too busy to stay on top of it, your hiring process may take a back seat to other duties, leaving you in a time crunch with a lack of qualified candidates. Reaching out to a recruiting agency is a good investment not only because it gives you back more of your valuable time, but it also ensures that you will have someone dedicated to finding that ideal candidate for the job.
Be both broad and targeted in your search.
Cast a wide net on the off chance that you’ll find the perfect candidate in an unlikely place, but also get specific with an industry-targeted search. We’ll show you where to start. Posting a job on a career site or Craigslist is one way to reach thousands of people, but it is not a good way to reach thousands of qualified people. The broader your search, the less likely you are to be hitting up an audience that is uniquely qualified for the position. However, it is a good idea to start with a blanket search, then get more specific. Put it this way: The odds are not in your favor that you will find the right candidate from a broad search, but it’s good for exposure and to cover all your bases. An industry-specific search means you can count on the candidates you receive from that channel to be better qualified for the job. Activate Staffing is a leader in the insurance industry, providing targeted results for companies specifically searching for insurance professionals. We pre-screen and pre-qualify our candidates to meet your requirements and exceed your expectations for a smoother hiring process and increased likelihood for an ideal fit.
Treat job candidates like a prospect.
How many times have you applied for a job and never heard anything back? It happens all the time…but it shouldn’t. You are building relationships when you engage in the hiring process. Here’s the right way to do it. We know the job market is hot, but that doesn’t give you the right, as a hiring company, to skimp on communication. Building relationships is a part of business growth, and the hiring process is just another opportunity to do so. You never know what contacts you might make throughout this process, so making a good first impression is critical. As we’ve said before, if you don’t have the time to set up a recruiting plan, let us do it for you. The first step is creating an automated email that will respond to any job inquiry you receive. This is the basic acknowledgment to the job seeker that their email has been received. The next communication should be directed toward the job seeker whose application meets basic requirements for the job. This should be a brief inquiry for more information, such as a 30-minute call. Then, after the call, you can further refine to an actual interview. Keep in mind, Activate Staffing can handle all of these steps for you, bringing in the hiring manager only when needed at the interview stage. Let us help your company maintain its stellar reputation throughout the hiring process for better business growth.
Limit the amount of interviewers.
Too many cooks in the kitchen? Streamline the process with just a few interviewers. A pre-screening process helps eliminate the time you have to take out of your schedule to identify and meet the best candidates. Once you reach the interview stage, we recommend the interview consisting of the hiring manager, then—if the interview goes well—possibly bringing in the executive with the final say. Group interviews are nerve-wracking and not terribly productive. If you want the team to meet a candidate, make it less of an interview and more of an info-share or meet-and-greet. Let them go out to coffee together to chat. This will yield better insights than one person facing a conference table full of people they’ve never met. Until you are close to making a decision, the fewer people involved, the better.
Contact us when you are ready to grow your team!
If you are one of those qualified candidates looking to be picked up by a great company, stay tuned for our next email, which will share our Secrets for Getting Employers’ Attention. Not signed up for emails? Sign up today by shooting us an email request.