In Culture

finding top talentA company or organization is nothing without a strong team of capable employees supporting it. For this reason, companies often invest a great deal of time and money on finding the best candidates for the job.

According to a 2018 survey, the average cost per new hire is around $4000, and the cost of a bad hire can be detrimental to even the best companies. Given the expense, most companies wish to hire the best candidates in as little time as possible.

Here are a few tips that can help you attract and maintain top talent:   

1. Maintain a strong company culture.

One of the best ways to recruit new employees is to make your company a place where people want to work. Creating a strong company culture is not only a great way to attract talented job seekers, but it is also a crucial aspect that can affect the engagement and investment level of current employees. Happy employees can be the best advocates for a company. Award and honors are a great way to entice potential employees, but little is better than a ringing endorsement from an employee who loves your company. 

For any company, maintaining a culture of open knowledge sharing, support, and the freedom to ask for help when they need it is vital. If your company has a strong culture that encourages inclusivity, growth, and development, and if you know how to effectively market these attributes to potential employees, you will have no trouble finding talented candidates. 

2. Use social media

Today social media is an integral part of everyday life, and it is no longer exclusively limited to the realm of entertainment. There are now social media platforms for everything from photo-sharing to home design, and career recruitment has found its way online as well. LinkedIn, a website exclusively devoted to career advancement and networking, is now one of the most popular social media sites on the web, with over 300 million active users. Given its massive number of users, many employers should focus on LinkedIn in their recruitment process.

Through LinkedIn, employers can search for qualified candidates using a variety of filters; screen candidates; and target attractive, “passive” candidates who are using LinkedIn but not currently looking for a new role. These tools provide employers an opportunity to find candidates who might not have found out about the job opening otherwise.

In addition to directly reaching out to candidates, LinkedIn also allows companies to create an interactive online presence. They can showcase their strengths, interesting projects they are working on, and their latest job openings. 

3. Visit local universities.

Universities are founded on the expectation of providing students with the skills and knowledge to enter the workforce, so it in no surprise that colleges and universities are an excellent place to recruit new employees. Most colleges have career fairs that create an opportunity for employers to meet with interest students, but a successful college recruitment process goes far beyond a periodic or episodic commitment. 

Companies need to build and maintain relationships with local colleges. There are many ways to build a recruiting relationship with local colleges. Working with college career centers to promote internships and entry-level positions is a great way to attract students interested in your company. Targeting students in majors related to your company’s operations or the positions you’d like to fill is another way to find new employees for your team.

4. Offer perks and benefits.

Today’s job seekers are not as easily wooed by mainstays like stability and decent pay. Although those are still important factors to consider when accepting a job offer, today’s workers are often interested in more standout perks, especially if they have multiple offers from which to choose.

An obvious perk that will make you stand out among the competition is offering competitive pay. Other perks and benefits that remain popular requests from employees are flexibility, ample vacation time, and a reasonable work-life-balance. However, there are more unique benefits that can impress incoming employees.  

In recent years, millennials have overtaken previous generations as the biggest generational cohort in the workforce, and their expectations have shifted the landscape of traditional perks and benefits. As group, millennials are seen as more socially conscious than many of their predecessors, so a company’s commitment to the environment and surrounding community can be an important factor when deciding where to work. Many companies have begun offering better wellness programs that include healthy food options and gym memberships for all employees.  

5. Look internally for great employees.

Sometimes the strongest talent is right under your nose. Looking internally can be a great solution when looking to fill open positions. When employees know there are promotional opportunities and room for advancement within the company, it can boost morale by showing current employees that their talents and skill are being recognized. 

Hiring internal candidates can also eliminate the challenge of finding a new employee who is a good “cultural fit.” As they are already a member of the team, they will likely be able to avoid some the obstacles that come with joining an entirely new organization. This can also save the company time, money, and effort that would have been spent on hiring an external candidate.

About the Author

Caryl Anne Crowne is a contributing writer and media specialist for Applya. She regularly produces content for a variety of informational and lifestyle blogs.

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