The ABCs of Successful Employee Recruitment
Eventually, most of us will have to go through the process of hiring a new employee. To help you attract the right kind of talent, we’d like to share what Diane Arthur calls “The ABCs of Successful Employee Recruitment.” This week, we’ll be sharing the first half of her list, but stay tuned, we’ll be sharing the rest next week.
Attractive: Fine your most appealing attributes about your company and talk about them. Have you surpassed last year’s profits? Has your organization donated to charity? What do your employee retention statistics look like? Do you have a work culture you can be proud of? Boast about these things.
Believable: You want to make your company as attractive as possible, but don’t stretch the truth. Don’t, for example, rave about how open and collaborative the work environment is if openness and collaboration are not actively encouraged or practiced.
Centered: Know exactly what you want in an employee, what the job entails, and base your search on this criterion. Start by reviewing your job descriptions. Keeping these up-to-date not only lays the groundwork for a successful interview, it sets the agenda for future performance reviews, and saves the company time and money.
Detailed: Being detail-oriented is important for a variety of reasons, but it is especially important when it comes to branding and presenting your company. The company website is a good place to start your self-evaluation. While you review your site, ask yourself the following questions:
- Does our website capture the culture and values of the company?
- Is it easy to navigate and aesthetically pleasing to the eye?
- Does it contain outdated material or is it missing information all together?
- Does it give employees an overview of open positions and how to apply?
Empathetic: Attempt to understand an applicant’s needs and interests in relation to organizational goals in order to strike a balance and find common denominators between the two.
Flexible: Try a variety of recruitment strategies—and whatever you do, don’t simply post your job on Monster or Careerbuilder; these sites are often oversaturated with postings and you may get lost in the shuffle.
Greedy: When it comes to recruitment, it’s OK to be greedy. Your company deserves the best, so hire the best.
Hip: Recruitment trends are changing. Social media websites like Facebook and LinkedIn are hotbeds for marketing your product and company, and finding prospective employees.
Informative: We mentioned the importance of keeping an updated company website above, but it’s just as important to review your company’s social media page. Most candidates worth their salt will peruse your website and your Facebook page before they come to the interview.
Judicious: Exercise sound judgment when matching candidates with jobs. Avoid decisions ruled by emotion.
Knowledgeable: Be thoroughly familiar with the parameters of the job, how it interfaces with other positions, the department, and the company. Also, be aware of how other organizations view this job in terms of responsibility, status, and compensation.
Linear: Think in terms of a series of straight lines connecting the applicant, the job, and the company. This will help keep you on track and accomplish your goal of filling an opening as quickly as possible with the most suitable employee.
More: Review your current recruitment efforts and think of whether you could be doing more. In fact, take each of the key words in these guidelines and ask yourself if you can be more attractive, more believable, more centered, more diligent, and so on.