Recruitment 101: Best Practices for Attracting Top Talent
Hiring talented employees is one of the most important things a company can do to ensure success. However, actually attracting those talented candidates is often easier said than done in today’s competitive job market.
Define the Job and Candidate Requirements
The first step in recruitment is clearly defining the role you need to fill, including the required skills, education, and experience. Outline the day-to-day responsibilities and expectations for the position. Paint a detailed picture of the ideal candidate so you know exactly who you are looking for.
Know Your Employer Brand
Today’s candidates, especially younger Millennials and Gen Z, care about company mission, values, culture, and work environment just as much as job responsibilities and compensation. They want to work for organizations that align with their own principles. That is why it is critical to understand your employer brand inside and out.
Offer a Competitive Employee Benefits Package
Salaries and wages certainly play a role in attracting top applicants. However, according to the good folk at VertiSource HR, your overall employee benefits package can be just as influential. Candidates want robust benefits that enhance their lives, including:
- Health insurance, covering medical, dental, vision, mental health, etc. Offer multiple plan options if possible.
- Retirement savings plans, such as 401(k)s with generous employer matching.
- Flexible paid time off for vacation, sick leave, and personal days. Consider unlimited PTO.
- Parental leave that goes beyond what the law requires.
- Wellness benefits like gym discounts, healthy food options, and stress management.
- Onsite amenities including full cafeterias, fitness centers, and more.
- Remote and flexible work arrangements.
- Professional development programs, training, and education assistance.
- Charitable giving or volunteer programs.
The more you offer in the way of benefits, the more interested candidates will be. Benefits also boost employee retention once new hires join the organization.
Leverage Employee Referrals
One of the best sources of qualified applicants is your own workforce. Employees often have connections to talented people in their networks. They also understand the skills needed to succeed in your company’s environment.
Develop a formal employee referral program that rewards workers for recommending candidates that get hired. The referral bonus can be a one-time cash payment or alternative reward, like additional paid time off. Make sure employees understand what types of people you are looking to recruit so they can keep it in mind.
Maintain an Active Social Media Presence
In the digital age, you need a dynamic presence on social media platforms where today’s candidates spend so much of their time. Maintain active accounts on sites like LinkedIn, Facebook, Instagram, Twitter, YouTube, TikTok, and anywhere your talent pools congregate.
Use these platforms to give potential applicants a behind-the-scenes look at your company culture, values, and work environment. Highlight your open positions, sharing insights that job postings cannot fully convey. And engage followers by responding promptly to comments and messages.
Sell Candidates on Growth Opportunities
Applicants want a role with long-term career growth potential, not just a job to pay the bills. They are looking for companies invested in developing employees and helping them advance. Make sure candidates grasp the opportunities your organization provides.
Prioritize the Candidate Experience
Job seekers talk to family, friends, and colleagues about their recruitment experiences. Word spreads fast in the Internet age. That is why delivering an exceptional candidate experience throughout the process is so vital.
Recruiting top talent in a competitive market takes work. Follow these best practices to attract the most qualified candidates who will propel your company forward. With the right hiring processes and candidate experience, you will build a reputation that draws in cream-of-the-crop applicants for years to come.