You want to attract the right people for the right job at your company—before the competition hires the best talent in the field. The hiring process, often involving recruiting, multiple screenings, assessments, and interviews, can take weeks or longer. An inefficient process may cause your company to lose out simply because candidates got another offer sooner. On the other hand, a poor hiring process can result in employees who are a poor fit for the culture or job requirements, causing expensive turnovers.
Want to improve your recruiting process? These recruitment tips will help you find and attract better candidates for key positions.
1. Promote Employee Referrals
What is recruitment at its most basic? Recruitment involves tracking down the best people for open positions in your company, and it often relies on networking. If you have a small HR department, recruiting can take a lot of work and effort. You could spend hours every day scouring LinkedIn and reaching out to matching profiles of people who may possibly be interested in your company—or you can rely on your current employees instead.
The people already working at your company are great resources. Many have worked in the field for years and have both personal and professional connections, some of which may be great hires for your company. Bringing your employees into the recruitment process will help you connect with these people. Your employees know these people personally and have first-hand awareness of how they might fit into your company.
Consider offering incentives, including monetary incentives, for employees who refer their qualified connections to open positions at your company. Communicate this program clearly and frequently with employees, and make them aware of open positions.
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2. Shorten the Job Application
Another important recruitment tip: Keep your applications short and sweet. Applications should take five minutes or less to complete. Your candidates have options, and if your application is intensive or time-consuming (or both), they may be tempted to close the browser tab and move on to the next job application.
Focus on the basics:
- Resume (and don’t make them type out all their relevant job experience—uploading a resume to the application should be plenty)
- Cover letter (if you will actually read it)
- Contact information: name, phone number, address, email
- Brief screening questions (3 to 5 at most)
By shortening your application, you’ll get more applicants, and probably better ones at that.
3. Work on Branding
In a competitive hiring field, you want your company to stand out for all the right reasons. Among the most important recruitment tips is to focus on branding your company as a great place to work. Beyond the perks and benefits you offer (which should also be competitive and attractive to candidates), you want to be known as a company with a fun, creative, thriving culture where employees are treated well and love their jobs.
How do you get that branding out there? Start with these steps:
- Improve company culture. You don’t want to sell a lie—your candidates will eventually see right through you. If you want potential employees to think that working with you will be great, you need to actively work to make the workspace great. Talk to your current employees to make sure you understand and meet their needs.
- Create an attractive website that echoes this culture and sells candidates on your company’s mission, growth potential, and environment.
- Carry that message throughout your social media. Use social media, and even your website, as a platform for current employees to share their stories of working at the company and the projects they spend their time on. Use your platforms to give potential hires a glimpse into what it would be like to work at your company.
- Meet potential candidates—make yourself available for networking, and encourage your co-workers to do the same. Consider hosting events for applicants and potential applicants to interact with the people they could work with one day.
4. Hire Collaboratively
For any hire, there’s more than one stakeholder interested in the outcome of the hiring process. Make sure to involve people who will be working with and supervising the new hire, and make sure the hiring committee is diverse and representative of your company. Throughout the hiring process, collect insights and opinions from this team.
How does collaborative hiring help with recruiting? It gives job candidates a taste of your company culture and the kind of people they will be working with. The people at your company are among its strongest assets, and they will help candidates see the value of joining your team.
5. Write Better Job Descriptions
If recruiting is a challenge, your first step is to take a look at your job descriptions. Be honest, clear, and succinct about job duties, growth potential, benefits, and requirements. There’s no need for fluffy language promoting the company ping pong table, but a little character in the listing can go a long way. Don’t oversell a job, and be clear about whether or not it is an entry-level or more advanced position. Consider listing salary ranges.
An honest and clear job description will help you find good candidates and not lose them along the application pipeline—and avoid a poor match that can be costly down the line.
Find the Right Recruiting Tools at Eddy
Start applying these recruitment tips and you’ll see some improvement in the application pool and eventual hires. At Eddy, you can find all the tools you need for an efficient recruitment and hiring process. See Eddy in action—watch a demo of our services now.