Hiring slowdowns may be like a speed bump on your road to success, but they’re not the end of the world. Times like these create more chances for you to revamp your recruitment game. Take this opportunity to train and upskill your existing employees, spruce up your branding, and scour the network with potential candidates.
By doing so, you’ll not only improve your current operations but you’ll also build a candidate pipeline for future hiring needs. If you’re looking for even more ways to win over top-notch candidates, here are five effective strategies that will take your recruitment game from zero to hero. So, buckle up and get ready to dominate the competition like your boss.
1. Supercharge your search strategies and uncover hidden gems.
Are you tired of feeling like a tiny fish in a big pond when sourcing candidates? While LinkedIn may be the catch of the day for most recruiters, it’s essential to keep in mind that there is plenty of other fish in the sea. Research has shown that 95 percent of recruiters use LinkedIn for candidate hunting and that’s a lot of competition. 1
Don’t be afraid to make some waves and check out industry-specific Facebook, Reddit groups, Slack communities, or face-to-face events. These channels can help you uncover hidden treasures you may not have found otherwise.
Moreover, let’s not forget the power of a strong referral program. Your current employees are one of your best advocates and can help you tap into their networks to find suitable candidates for your organization.
There are many ways to source new candidates and most of them are free! It would be a waste not to utilize these channels.
2. Form a community of amazing people and nurture their skills.
Recruiting top talent can sometimes feel like playing a long game. It’s like planting a seed and watching it grow into a beautiful plant. But here’s the thing, you don’t have to wait until the soil is perfect for planting those seeds. The best time to start building relationships with potential candidates is before you even have a job opening.
Hiring a bunch of strangers can be draining and may take more work but it will definitely reward you in the future. A recent article has highlighted the benefits of forming a tight-knit community of like-minded individuals who share a passion for what they do. 2
You don’t have to be in contact with them all the time but knowing their skills, passion, and goals gives you an advantage. When the time comes that you need to hire new people, you can always get back to those that you deem fit for your company–allowing you to form a workforce that complements each other.
By creating a community of awesome people, you’re not just hiring employees. You’re building a family of individuals who can collaborate, learn from each other, and work together towards a common goal. It’s like forming your superhero team, but instead of fighting crime, you’re striving to make your organization the best version it can be.
3. Boost your interview mojo by upgrading your skills.
It turns out job interviews are two-way streets! It’s not just the candidate who needs to be on their A-game like everyone thought and practice. The interviewer needs to bring their best too, says recruiting expert and Managing Director of Hays in Asia, Christine Wright. 3
To upskill your interview technique, here are six tips:
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- Ditch the boring form-filling exercises and use guiding questions instead. Think of it as a conversation, not an interrogation!
- Preparation is key! Research the candidates’ competencies for the role, and come up with questions to benchmark them amongst one another.
- Don’t be afraid to build rapport with your candidate. Show them your personality and engage in active listening. After all, you are not a robot.
- It’s not just about technical skills, folks. Cultural fit is just as important, so make sure your candidate is a good fit for the company’s unique values and culture.
- Don’t get yourself in trouble! Know what you can and can’t ask in an interview to meet legal requirements.
- Finally, remember to have fun and enjoy the process.
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4. Ask for candidate feedback.
If you want to build a “match made in heaven” with your potential candidates, communication is key! Now is the time to be a smooth operator and check for any slip-ups in your outreach across the entire funnel.
Take a good look at your job descriptions, make sure you’re sending automatic confirmations, and share the next steps with candidates to keep them in the loop. You can also create a roadmap of your hiring process, so they know what to expect. Talk about a good first date!
Candidate surveys are like love notes that keep a strong relationship with your candidates. 4 It’s a great way to identify areas of improvement that might have slipped through the cracks. If you don’t know how to create a survey, take a deep breath, grab a coffee, and plan a strategy to gather feedback about each candidate’s experience.
Lastly, don’t forget to take action on that feedback. Consistency is the key to a long-lasting, fulfilling relationship!
5. Build and amplify your brand.
Your brand speaks a thousand words and it’s one of the key areas that you should focus on. Take a look at your company and create relatable stories that can help elevate your branding. Maybe you need to level up your game with some engaging blog posts, fun videos, or podcasts.
You can also employ a visual artist to bring more color and style to your careers page, FAQs, and testimonial page. Getting an ambassador is a good marketing strategy as well. Let them spread the love among their peers and let their audience know who you are.
Once you’re out there, more and more people will hear about your brand and it could even get more attention than your website itself. Just give your staff the right tools and guidance to better represent your brand like true champs.
Bonus tip!
Improve your brand’s diversity. According to research, companies with greater racial and ethnic diversity in their workforce are 35 percent more likely to have higher financial returns than their industry peers. 5 Similarly, companies with greater gender diversity are 15 percent more likely to have higher financial returns.
These findings suggest that promoting diversity and inclusion in the workplace is not just a matter of social responsibility but also has tangible benefits for a company’s bottom line. Unfortunately, even with all the benefits of diversity, a recent 2022 Hiring Insights Report found that only one-third of companies plan to prioritize diversity in the coming year.6
It might be a regretful thing to realize but now that you know how diversity benefits an organization, you can be one step ahead of the game. When the time comes to hire again, you’ll be better equipped to attract top talent from a wider pool. You can also consider reviewing your interview panels to ensure you bring diverse perspectives during the hiring process.
STRATEGICALLY LEVEL UP YOUR SKILLS AND OPTIMIZE YOUR PROCESSES WITH ALLIED INSIGHT!
Think of Allied Insight as your movie theater for staffing needs! Remember that successful hiring requires a multifaceted approach that considers both the candidate’s and the company’s needs. By being strategic, flexible, and forward-thinking, we can help you weather the challenges of a hiring slowdown and come out stronger on the other side.
Contact us now, and let’s make magic happen!
References
1. https://www.forbes.com/sites/robinryan/2020/09/09/95-of-recruiters-are-on-linkedin-looking-for-job-candidates-how-to-impress-them/?sh=e1772b42ef80 .Published September 9, 2020. Accessed 15 February 2023.
2. Samra, Sim. “9 immediate benefits of collaborative hiring.” Recruitee, https://recruitee.com/articles/collaborative-hiring-benefits.Published JUNE 30, 2021 Accessed 15 February 2023.
3. “How to Upskill Your Interview Technique – HR in ASIA.” HR in Asia, 12 November 2015, https://www.hrinasia.com/general/how-to-upskill-your-interview-technique/. Published November 12, 2015. Accessed 15 February 2023.
4. “How to set up a candidate experience survey.” Workable resources, https://resources.workable.com/tutorial/candidate-experience-survey. Published May 12, 2013. Accessed 15 February 2023.
5. Hunt, Vivian, et al. “Why diversity matters.” McKinsey, 1 January 2015, https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters. Published January 1, 2015. Accessed 15 February 2023.
6. “DEIB in Hiring: Data Shows Talent Teams Fall Short.” GoodTime, 15 June 2022, https://goodtime.io/blog/dei/deib-in-hiring-data-shows-talent-teams-fall-short/. Published June 15, 2022.Accessed 15 February 2023.
