Five Ways To Fix Your Recruitment Problem
February 4, 2022 | Olaide Bakare, PHRi
Is your company constantly struggling to source the right candidates for open positions? Do you find that you receive plenty of applicants, but not the ones you are looking for? If you answered “Yes” to both of these questions, you are not alone! This is a challenge for most organizations.
Here are some reasons you may not be getting suitable candidates:
- Your job advert is not delivering the intended message to candidates.
- You are not leveraging new and emerging talent sourcing trends, like social media campaigns and passive candidate outreach.
- Candidates are now more selective in applying for openings.
- Lack of sync between what your organization is offering and what candidates want in a job.
- Other factors, like weak culture, benefits, and employer brand.
Logically, we can say that if you can eliminate these reasons behind the scarcity of candidates, you will see improvements in your hiring results.
Here are five tips to begin:
Revamp Job Descriptions
To start with, it would definitely be difficult to find the right candidate when you are not entirely sure what talent, skills and experience you are looking for to fill an open position. If your company does not have job descriptions on file for all current positions, it is time to write them.
But then, do not bury the lead in a job description. Yes, you should include key information like descriptions for preferred qualifications and tasks, but be sure you also highlight the benefits of working for your company. Make sure the job posting is compelling and paints a good picture for a prospective employee about both the position and the company itself. Also ensure that your job descriptions do not focus exclusively on things like what the candidate will do but, instead, why it is important and why they would enjoy working for the company.
Explore Passive Candidates
Traditional recruiting involves posting a job advert and waiting for candidates to apply. Passive candidate sourcing, on the other hand, refers to the process of proactively searching for employed candidates and reaching out to them in an effort to solicit their interest in your open position.
Social media sites such as LinkedIn, Facebook and professional or association network sites are rich landing places for recruiters and passive candidates. However, keep in mind that these kinds of talents are generally happy with their current job and will not be willing to leap into another job without serious consideration. This means that your approach including the offer, application and interview process have to be specifically tailored for them.
You should also consider if any current employee is looking for a change or promotion and might make a good fit. The advantage with this is that not only do you already know this person’s strengths and experience, but he/she is already familiar with the organization, and therefore may not need as much training and background knowledge as a new hire.
An added bonus to filling a role internally may be that you retain an employee who might otherwise have left the organization to pursue a similar position elsewhere. Reducing employee turnover can also help attract better talent because job candidates are usually more attracted to a workplace with low employee turnover.
Implement and Use Employee Referral Programs
The old recruiting cliché rings true: “Top talents know other top talents”. If you are proud of your existing team and want someone who works like them, then try out referral programs. If your employees are good and talented, they will definitely have a circle of people sharing the same characteristics.
Encourage your best talents to refer their friends or acquaintances for your organization and offer added benefits if you end up hiring the person they refer. Employee referrals are known to reduce time-to-hire, improve quality of hire and increase retention rates, so reward your employees with the money you save.
Build A Strong Employer Brand
Your employer brand could be the difference between a good candidate responding to your job advert, or ignoring it. Forward-thinking candidates are not likely to respond to your job posting if they perceive your employer brand negatively, and an unknown employer brand can thwart your efforts as well.
In contrast, a strong employer brand is an incredibly effective recruiting tool; most candidates would consider leaving their current jobs if a company with an excellent corporate reputation offered them another role.
There is no perfect recruitment strategy, and the recruitment process will vary by business, but by adopting the above tips, you may be closer to getting through your current talent crunch!