A crucial first step in any human capital strategy is the recruitment of top talent. Simple in theory, but far more difficult in practice. A recent global survey reported that recruiting budgets are growing smaller, while the competition for talented candidates is continually increasing.
The way forward? Any effective recruitment strategy requires time, money and planning. This article focuses on key elements that should be built into your talent management process: helping you to hire the right people now and reap the benefits down the line.
Tell your story
Are you an employer of choice? Are candidates aware of what makes your organisation stand out? All these questions speak to your employer brand - those elements that are seen by the outside world and by your employees, and that serve to differentiate you from your competitors. Research by CareerBuilder shows that a strong employer brand can increase the volume of applicants by as much as 350%.
Candidates become consumers
With the rise of technology, competition and the global workforce, candidates are no longer faceless people vying for a role. Instead, they are your future internal customers. Customers with talent that you need to attract and retain. In order to do so, your organisation has to craft and sell its brand message across multiple platforms. And the best way to communicate this message is via your website and social media platforms.
"A workplace has to convey its own culture and make it appealing; and even the hiring process itself has to sell the potential consumer on its ease of use and benefits.” - Forbes
The rise of social recruiting
There are a large number of benefits to using social media in your recruitment strategy:
- It helps attract passive candidates - people who aren’t actively looking for a job but who are intrigued by your brand message.
- It increases traffic to your website, careers portal or job listings.
- You can gain access to a hugely diverse pool of talent
- It is one of the primary methods to communicate your employer brand
- It increases ease of application for potential candidates
- You can make use of advanced targeting to reach niche audiences
Make it easy...and personal
Picture this: you’re using a new, popular business app. Only, it has long load times, sometimes it crashes and the process to sign up is long and laborious. What would you do in a situation like this? You’re probably thinking that you’ll stop using the app...and perhaps even walk away with a negative perception of the company who built it. By the same measure, the applications process to a company is often an individual’s first encounter with the brand - make it a good one.
The same thinking that applies to our customers should apply to candidates. Ease of use should be front of mind. And this means refreshing your company careers’.
- How to win the war for talent: build a standout employer brand
- Competency-based talent management: the new imperative
- 4 Strategies to identify potential