Your company’s success is directly related to the people who work for it. Attracting, hiring, and keeping the right people is crucial to your success.
This post will help you a) find the best people for your company and b) attract them to work for you. By following these tips, you will be better equipped to hire people that can help bring your vision to life.
Table of Contents
Use Leadar
Leadar can help you reach out to talent or influential decision-makers within a company of your choice. Whether you are seeking unknown candidates or headhunting from particular firms, Leadar can make your recruitment efforts more efficient and effective.
Leadar is a B2B data platform that can help you get a contact’s email address, phone number, and social media details. It will also help you verify information quickly, help you focus on real leads with accurate information.
In case you want to hire a former colleague or acquaintance, find their current contact info on PhoneHistory. Reach out and be ready to negotiate.
Use HR software
If you don’t have an HR department or HR personnel, HR software can take care of repetitive hiring tasks for you. Don’t waste time doing simple data entry when HR software, such as Monday or Sage, can take care of this for you.
HR software that includes talent management can also help filter your applicants. Inevitably, a percentage of applicants will be unsuitable for the position. Give your software the criteria that all candidates must meet to progress to the next stage and it can take care of analyzing, shortlisting, and even responding to unsuccessful candidates on your behalf.
When software takes the load, you can spend more time making meaningful decisions and focusing on the most impressive candidates.
Be Clear
All the software in the world won’t help you if you don’t know what you want or if you don’t know how to communicate what you need from potential candidates. List the most crucial skills and traits you need and explain them clearly.
Ask colleagues and anyone who would be working with the potential candidate to check the job description. They can provide input to help you hire the best person or people.
Be Concise
At some point, job posts for a particular position all start to look and sound the same. Almost every company may seem to be looking for a flexible self-starter who can work independently and as part of a team.
If you are looking for a skill or characteristic that is more unusual, be sure to ask for it. It will make your job ad stand out and help you connect with the specific people who are best for your company.
Focus on Soft Skills
Whatever the role, soft skills, including emotional intelligence, are increasingly important. In most businesses, people do not work in vacuums. If teamwork is important in your business, having people that can lead, listen, empathize, and understand others can be crucial to your success.
A candidate with technical qualifications is excellent if you are looking for an IT helpdesk worker, but don’t overlook that person’s ability to communicate their findings and ideas to others effectively.
With the increase in remote working and freelancing, many teams no longer work in the same geographic location. Workers with emotional intelligence may communicate well whether they are in person or using a device, and they tend to be good at understanding people with different cultures and backgrounds, which can help keep teams united.
Hire Outside the Box
If you have a type of person in mind for a role, be willing to be flexible. Always employing the same kind of person can lead to the same kind of thinking in your company. The best person for your company may not be the person you are expecting.
Recruiting people from different cultures and backgrounds or with different educational paths or life experiences can help bring new ideas and perspectives to your business.
Express Your Culture
More and more, employees care about the values and goals of the businesses they work for. There is less separation between people’s personal lives and work lives than there used to be. So use any job advertising as an opportunity to express your firm’s values and culture.
What do your people believe in and what are they working for? What do they enjoy and what is important to them? A poor fit with a company’s beliefs and ways of doing things is often a cause of high employee turnover.
Onboard
Onboarding is the process of training new employees and helping them settle into the role. It can last days, weeks, months, or even a year or more. However long the process, successful onboarding supports the new candidate and is a two-way process through which company leaders can learn how new candidates feel about their work, what they need, and how things could be improved.
A great onboarding process is excellent for creating stable, efficient, and happy workers who feel valued. People are arguably more able and willing to contribute when leadership takes an active interest in their welfare and opinions.
Offer Perks
We’re not necessarily talking about a corporate fondue machine or tickets to the opera. The best people for your role may require a more practical perk or two to make working for your company possible.
Offering the possibility of remote working, for example, will be very attractive to many potential employees. Also, when you are no longer restricted geographically, your pool of candidates becomes global. You can literally hire the best talent from all over the world.
Job sharing and flexible hours are perks that will interest some of the best candidates that may not be able to work otherwise. Those with young children or other dependents, for example, may not be able to commit to regular hours, but tick all the other boxes on your personnel wishlist.
By being flexible, concise, and thinking about your role from the candidate’s point of view, you can attract, hire, and retain the best people for your company. And don’t forget to let technology do much of the heavy lifting so that you can focus your time and attention on selecting and onboarding the best personnel for your company.