You’ve worked hard to create a great company to work for. So why is it so difficult to find talented individuals to fill your open roles? The fact is, competition for today’s top talent is fierce. With more open jobs than skilled candidates to fill them, you have to be strategic about how you source and recruit personnel. Not sure where to begin? Here are five ways to get started with a more proactive, targeted staffing strategy that will get results.
Find a way to stand out.
Just as the people who are competing to land the best jobs have to find a way to differentiate themselves from other candidates, your company needs to do the same in order to attract the very best prospects.
Figure out what it is that makes your firm unique. What defining qualities does your company offer that candidates will not be able to find elsewhere? Remember that today’s top talent is seeking more than just a good salary and traditional benefits. They are looking for organizations that align with their personal visions, goals and beliefs. Likewise, you want to hire people who fit well with your company culture.
Determine what sets your company apart and then incorporate that into your recruiting message.
Clean up your online reputation.
A recent survey revealed that 70% of people now look to online employer review sites, like Glassdoor, to make career decisions. What would a prospective employee learn about your company if he or she went and checked your online reviews? If the answer leaves a lot to be desired, it’s time to start working on your reputation management.
One of the easiest ways to do this is by responding to all reviews left about your company, whether they contain praise or criticism. Take the time to thank reviewers for their feedback and address negative comments in a way that is professional and honest. Doing so can effectively can improve the perception a candidate might have about your company.
Most importantly, take negative feedback as an opportunity to learn, grow and improve how your company operates. It will pay off for everyone in the long run.
Compensate competitively.
Sure, we mentioned that salary isn’t everything to prospective employees, but it’s still important. If your compensation structure isn’t aligned with that of your competition, you shouldn’t expect to get many bites on your open positions. This is especially the case for sales-related roles.
In such a competitive environment, the incentives you are offering have to be aligned with the other jobs your candidates are actively seeking; otherwise you’ll be wasting everyone’s time.
Build relationships.
Also worth mentioning is the importance of building and maintaining relationships with candidates. Just because someone isn’t the perfect fit for the current opening you have doesn’t mean he or she wouldn’t be ideal for another position in the future.
Savvy hiring managers recognize the significance of ongoing communication with candidates that have great potential. This enables you to build a talent pipeline that you can draw upon for your organization’s needs down the road.
Partner up.
Let’s face it. You’re busy. You don’t have time to wade through endless online profiles looking for the best of the best. That’s where we come in.
We’ve already done all the legwork, establishing networks of genuine relationships that allow us to source the highest-quality talent and execute quickly. All you have to do is let us know what you’re looking for and we’ll help you find and hire talent that matches your hiring goals and company vision.
Get in touch today and let us help you navigate the ultra-competitive talent landscape like a pro.