successful hiring tips

6 Proven Steps to Hiring Success

Kelly Barcelos on October 7, 2016 in Recruitment Strategy

Finding it tough to tap the right talent? Can’t keep pace with the ever-increasing attrition rate? Struggling to fill vacancies with specialized skills?

It’s time to wake up!

Maybe the problem is with your process. Gone are the times when baby boomers flooded the market and standard recruiting procedures worked well to hire the best of the lot. Today Identifying, attracting and bringing the best talent on board has become a challenging task even for top companies. Standard recruitment strategies fall flat in front of fierce competition, increasing attrition rate and fluctuating economy.

Up until a few years ago, labor was abundant and the skills needed for a specific job were low. Fast forward 2016 – today recruiters need to think beyond classified ads and employee referrals to source smart and skilled talent.

Here are 6 tried-and-tested formulas for sustainable hiring success:

  1. Raising Awareness at the Right Time

    Today job seekers read company reviews before applying. So if you are looking for smart and skilled players, it is important that your employment branding is captivating and clear. Offering an attractive package is no longer enough; your prospects should know that working with you means good incentives, a balanced work-life, advancement opportunities, and above all – a great work culture. Don’t forget to highlight what sets you apart as an employer and draw their attention to employee reviews, fun-at-work photos, and engaging videos. Attract the modern-day job seeker by depicting a progressive vision, conducive culture and a bright future before your competitors catch their attention.

  2. Using Multiple Sources to Attract Potential Applicants

    Advertising is not enough, it is important to have multiple sourcing streams to fill vacancies on-demand. Building a talent pipeline needs a dynamic approach that keeps you accessible round the clock.

    Here are a few sourcing channels that give you easy access to top industry talent

    • Popular Job Boards

      Here’s where people are actively searching for jobs and looking for opportunities. Job boards are great for expanding your recruitment reach overnight.

    • Employee Referrals

      This is the easiest way to access high-quality candidates that are not actively seeking a change. It also reduces the time and cost of sourcing the right talent.

    • Social Networking

      Social media recruiting has revolutionized the way hiring managers reach out to prospective employees in the past three years. It is considered to be the best way to attract and engage both active and passive candidates. So invest your time and efforts where your candidates are!

    • Career Fairs

      Find readily available candidates who are both skilled and motivated. Career fairs offer a much broader audience and bring you an opportunity to increase your visibility as a potential employer.

     

  3. Engaging Prospects and Generating Applications

    Now that your prospective candidates know that you are hiring and have landed on your careers site, you need to engage them through meaningful communication. Make sure that you have a comprehensive job description that clearly defines what you expect from your prospects.

    Install a mobile recruiting software and make it easy for your applicants to apply from any device. Avoid using exhaustive application forms as they can drive your prospects to your competitors. More than 80% candidates prefer to apply through a professional career site that is easy to follow and offers a seamless experience.

  4. Creating a Positive Candidate Experience

    Often ignored by companies, this is the most decisive factor for any candidate when applying for a vacancy. An applicant tracking system allows hiring managers to customize the application form and make it flow with their unique recruitment procedures. An Applicant Tracking System makes it easy for your candidates to access your careers site and sends them an acknowledgement email instantly. It automates every manual process to save tremendous time and effort while keeping candidates updated and involved at every single step.

    An ATS ensures that your candidates have a positive experience even if they are not hired.

  5. Selecting the Smartest of the Lot

    It’s now time to narrow down your options and move the right fit to the next stage. Since you have limited time at your disposal, it is important that you have all the information about your candidates at your fingertips. This is possible if you have a real-time dashboard that gives you easy access to collated data from any location.

    Know if a candidate is in review or interviewed with unparalleled visibility on a centralized platform with an applicant tracking system that eliminates all your additional paperwork and stay organized from sourcing to onboarding.

  6. Extending an Unbeatable Offer

    This is bottom of your recruitment funnel where you need to make an offer that goes beyond monetary benefits. Use your competitive edge to your advantage and add benefits that you can afford. Give your prospective A players the flexibility they need to strike a balance between professional and personal life.

    Offer ownership opportunities and profit sharing plans for outstanding achievements and extraordinary contributions.

If you are finding it difficult to identify and attract top performers, following these 6 steps will keep you on the right track to identifying, attracting and hiring top industry talent. Deploying a cloud based recruitment software will further streamline the entire recruitment process through automation.

Jobsoid makes hiring great talent fast and easy by simplifying the entire sourcing process from start to finish. It does everything from posting jobs and resume sorting to scheduling interviews and hiring the best. Get started with Jobsoid and source better talent online.

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.