5 Smart Recruitment Methods Your Business Should Try
Ever wondered how recruiters find the right candidate?
Of course, there are the normal channels of collecting resumes, interviewing, and so on. Sharp recruiters have methods for finding and keeping talent in the organizations they serve.
Employee retention specials often stress that recruitment influences retention. Recruiters who give applicants a realistic view of the job and work climate improve retention. Employees are more likely to remain with a company who delivers on its promises.
Let’s take a look at five of recruitment methods.
1. Attitude Over Skills
A candidate’s attitude can’t be trained. A company’s most valuable employees are ones who have a positive attitude toward the company. That positive attitude also applies to their work ethic.
If the candidate has a realistic idea of the position, he or she can reflect a sincere attitude towards it. A recruiter can assess a candidate’s general disposition during the interview process.
The recruiter gets a good deal of information from behavior-based questions and observation. Yes, you want someone positive. You also want someone who feels positive toward the position and company as a whole.
A negative attitude shows through even during a first meeting. Experienced recruiters know that employees can train to acquire skills. Chosen candidates will be a better fit for the organization because of their attitude.
That’s not to say they don’t need any skills coming in. Though, whatever training they need is minimal because of their willingness to learn.
2. Refine your Hiring Process
One of the most practical recruitment methods is to improve the hiring process. Human Resources (HR) recruiting software can benefit you. The software includes applicant and performance tracking systems.
HR software can integrate with social media. IT can apply analytics to reach more potential candidates.
Tracking the employee lifecycle is also part of the recruitment process. Better processes mean better engagement with candidates who become employees.
Tracking employee lifecycles means assessing retention. You will learn that you are (or are not) hiring the right candidates.
Do you want to outsource your recruiting? Search for providers familiar with your industry. For example, if you are in supply chain and operations, click here.
3. Search Outside of the Resume Pile
Sometimes finding the perfect candidate means stepping into other arenas. If you are looking for, say, an interior designer, read up on that industry. Bone up with trade magazines. Visit industry events.
Doing so will lead you to a talent pool. It takes a little time, but the payoff is worth the effort.
4. Tried and True Employee Referrals
Your company’s current employees are perfect sources for recruitment. Many have acquaintances in the same field.
Your organization’s employee referral program is one of the best recruitment methods. You would still screen referral applicants as you would other candidates.
If your company retention issues, who better than current employees to ask for input about employee engagement?
5. Search Your Own Database
You should be collecting and retaining all applications, even after you fill the positions. Recruiters often tell non-selected candidates they will keep their information on file.
You should be sure to do just that and check your own files as new positions post. The perfect candidate could already be in your system.
What Are Your Recruitment Methods?
This article presented a few of the recruitment methods for recruiting ideal candidates. If you have other proven methods, please let us know by posting a comment.
For more business advice, please visit our Business Posts page.