03.03.2020, 16:18
The Best Channels for Attracting Top Talent
With a large number of recruitment channels now available to HR managers, Cathy Spears explains why it is important to select those that understand an employer’s brand, industry and skills requriements.
Brand Reputation
In the recruitment world, word-of-mouth can be a powerful tool. Companies like Glassdoor create immediate digital avenues for employees and former employees to share their experiences with companies. This includes reviews on almost every factor that can be measured, from the interview processes and entry-level staff treatment, to whether or not certain companies’ career ladders are worth the climb for the world’s top talents. Glassdoor’s recent legal debacles with a company that’s suing former employers for their reviews on the website illustrate the power that public opinion can have on any brand’s reputation. Already spurring debates about freedom-of-speech rights, the incident also highlights how your reputation is your first and most important recruitment channel, especially for top talents. You can expect them to research everything they can about you before even considering going to an interview. Whether through social responsibility initiatives, designing a desirable office environment, or having a useful and interesting LinkedIn presence, let your brand reputation do the initial pitching for you. And if you’ve been linked to undesirable events or people in the past, do what you need to turn the situation around.
A Strong Employee Referral Program
Having an employee referral program can allow your own workers to seek out who they think are the right talents. In some cases, this allows them to cherry pick who they want to work and build your company culture with. This tends to be a highly effective way of weeding out candidates who don’t exactly fit you and your employees’ criteria. Case in point, a survey by Comeet found that an estimated 31% of new hires are sourced from paid (21%) and unpaid (11%) employee referrals. That’s almost a third of candidates sourced alongside more popular methods like hiring agencies which accounted for 21%, and job boards which accounted for 19%. Interestingly, social media only accounted for 10% of those eventually hired, while other smaller alternative recruitment channels made up the remaining percentages. This demonstrates the power of trusting your own employees to point you in the right direction. Although employees-as-recruiters don’t have the same resources as dedicated hiring agencies, your own employees have the advantage of first-hand information on the exact qualities and skills you’re looking for. And if your referral program comes with significant perks and benefits, you can better trust your employees to do whatever they can to find the best candidates possible.
Legwork and Creative Networking
Inc Magazine stresses how networking at candidate-specific events can yield great results. Whatever type of talents you’re looking for, there’s a way to meet them face-to-face. Have your veteran creative director give a lecture or a workshop aimed at young, talented graphic designers. Get one or two of your founders to represent the company at career day in a local university that’s known for producing efficient accountants. Hire freelancers for project-based work, and consider long-term hiring depending on their performance. Spend some of your working hours in coworking spaces frequented by entrepreneurial minds and talented professionals. While the above tips are certainly not the only channels you can use to find and secure the top talents in your industry, they’re some of the most effective today. If you are looking for new candidates, you have a wide pool of avenues to chose from.
