Quality talent is always in demand, and these days – with unemployment at all-time lows – having the right recruitment strategy is critical to the success and growth of your business. In fact, on average employment openings stay vacant for at least 42 days, almost double the rate from just ten years ago. Even worse, there’s no denying all employers are pulling from the same pool of talent.
So how can you make sure you are reaching the right kind of potential employees? A little bit of patience, some outreach, an innovative mindset, and teamwork,
Take Your Time
Because talented employees can afford to be picky, employers must begin their recruitment efforts by building in long lead time. Hiring the right person will not happen overnight. In addition, while service industries can experience quick turnover and faster hires, technical, and manufacturing industries often experience longer job vacancies. Other factors that can impact the speed of the hiring process include your company’s size, where you are located, and even your revenue.
One way to solve the issue of longstanding vacancies is to make sure everyone involved in the hiring process is on the same page, including recruiters, managers, and HR. Additionally, try to build recruitment into your business strategy; anticipate the types of employees you will need to reach your goals. What skills will they need? Are there any certifications or training necessary for success? Will a new client or project strain your current workforce? By looking ahead, you can set the stage in advance so that potential candidates are primed to prioritize choosing your company as their next employer.
Optimize Your Online Presence
So if the employees are out there, you just need to grab their attention. It starts with the internet. Smartphones and tablets allow for instant access to information, and Google processes over 5.6 billion searches a day. The good news? Over 30% of those searches are career-related. The bad news? Job seekers rarely go beyond the first page of Google results, so you must work to ensure your job openings are clear, engaging, and easy to find.
The first step involves an optimized career page on your website. Include job titles with a link to contact your HR department or submit a resume directly to your company. Make sure you list all the benefits and attractive features that make working for your company a satisfying experience. Make sure your career page tells the story of your company – what’s the culture like, what kinds of people work for you, and how do you encourage your employees to grow and thrive.
Lean In to Social Media
Social Media rules the world, or at least it appears that way. Certainly, many of your best candidates spend a lot of time managing their accounts and following friends, brands, and – believe it or not – potential employers. That’s why it’s critical to ensure you are promoting your workplace culture on Facebook and Instagram.
So, how do you improve your social media presence? Photos of happy employees engaged in company-sponsored activities can go a long way to creating an image of a company with employees who are thrilled to be a part of your team. Equally important is to maintain damage control. Pay attention to employee reviews on sites like Glassdoor and LinkedIn. Address complaints or negative reviews quickly, and avoid pressuring employees to write positive reviews, which could end up sounding fake or forced. And don’t forget to use these employment sites to streamline the process. Post your open positions on every relevant website, and utilize all the built-in features those platforms provide, including submission of a resume or profile directly to your HR department.
Don’t forget to ask your current team to share company content as well. While company posted content may reach a small portion of your audience, that same content posted by your employees and shared with their friends will reach 10X as far!
And last but not least, be prepared to “pay to play” on many social media networks. Especially if you only need to reach a niche audience in a limited area, the cost of promoting your content over that of a competitor is often much lower than you’d think. If in doubt, ask your recruiting company representative for their recommendations, you can often take advantage of their larger audience and paid campaigns.
Don’t Be Scared of Video
Did you know that companies using video on their career page usually see a 12 percent increase in views? Even better, those videos get shared, sometimes by as much as 1,200 percent more than text and images combined. What cannot be ignored is that companies who use video as part of their recruitment process report drawing in 34% more applicants on average.
So how can you use video? There are three easy ways to include compelling and shareable video content on your career page. Begin with a welcome video from your Founder or CEO. Let them tell their story, why they started the company, what they hope to accomplish, and why employees are such a valuable asset to the organization.
Another option involves including interviews with current employees. While you can have your employees discuss what it’s like to work at your company, make sure their individual personality shines through. You want potential employees to see themselves in your current workforce and look at your team as a group of people they would enjoy working with. Finally, consider a “slice of life” video that follows your one or more members of your staff during a typical day or service call. Make sure to keep the tone light and friendly, you want viewers to envision themselves as a happy member of your team.
Make it Easy and Memorable
It’s a tight labor market, but you don’t have to struggle to find the right candidates as long as you create a recruitment strategy that engages the right potential employees. That means getting the word out about your open positions, but making the application process smooth and streamlines.
Treat your employment process the way you treat any other marketing effort by promoting the elements that make your company stand out and creating a buzz about why working for you will be the right choice for top talent.