March 15, 2021
Acquiring and retaining top talent is the lifeblood of any organization, and it is the key to long-term success and sustainable growth.
In attracting the right talent, recruiters are tasked with finding candidates whose experience, knowledge, and character will be an asset to the company. When you have the right people in the right positions, your company is more apt to thrive.
With all the changes that have occurred over the past year, recruiting is primarily taking place online, as a majority of employees now work remotely. In a recent survey, 64% of organizations indicated the increase in remote working is a permanent change. Additionally, 33% of organizations have permanently reduced their office footprint as a result of the shift.
While this change to remote recruiting and working has altered the interview process, many of the tried-and-true practices still apply. As Tim Sackett, the president of HRU Technical Resources says, “You don’t need to reinvent the wheel. If a tactic works really well for someone else, copy it, and it likely will work really well for you, too.”
With 80% of companies looking to hire new employees in 2021, here are five essentials for recruiting the right candidate.
- Discuss your company culture, values, and benefits.
The top candidates want to know what makes your company stand out. They are people who are driven by a purpose rather than merely a paycheck. To ensure that your candidate’s vision and mission align with your company’s, discuss your company’s culture, values, and, of course, benefits in the recruiting conversation. Even if a person has the desired experience, they might not be the best fit for your company. “The mistake that most companies make during recruiting is hiring the person who’s capable of doing the job now, rather than hiring the person who can help the company achieve its mission in the long run,” says Dave Carvajal, CEO of Dave Partners, an executive search firm
- Maximize employee referrals.
Tapping into your employee base for referrals often provides a variety of qualified candidates. Asking your employees for recommendations also shows them that you value their opinion. Tom Darrow, founder of Talent Connections, says, “Every employee should be a recruiter for the company.” Companies of all sizes rely on employee-based referrals. In fact, 86% of companies with 10,000 employees or more—and 80% of those with fewer than 100 workers—say referrals are their number one source of new hires.
- Be transparent about pay, job duties, and expectations.
The more straightforward recruiters are about pay, job duties, and expectations, the more likely they are to hire the right candidate. Honesty and transparency must be present for recruiters and candidates to ensure alignment on important issues such as compensation and work responsibilities.
- Create a strategic process in recruiting that offers an exceptional experience.
A positive recruiting experience makes a big difference for recruiters and candidates alike. From selection through onboarding, an exceptional hiring process demonstrates that the company values people. First-class recruiting practices also produce long-lasting benefits (e.g., loyalty, increased productivity, satisfaction) for both the company and its employees.
- Communicate frequently.
At every stage of the recruiting process, it is crucial to clearly communicate with candidates. If a candidate is no longer being considered, inform that person promptly and provide a reason. Often, candidates are looking for feedback, so they can successfully secure a position. Encouraging open communication goes a long way toward establishing good rapport.
At BenefitElect, we help companies provide a seamless and exceptional experience for management and employees during onboarding and throughout the employee lifecycle. Our goal is to support businesses in their growth and to contribute positively to the company culture.