Gain an edge when recruiting
That moment of victory, when you’ve secured the qualified and experienced employee at the right price and on the right start date. It sounds simple right? But we all know finding talent is a challenge and with Covid19 limiting our immigration into New Zealand it is even harder than before.
Some recruitment processes have been known to turn employees away from companies. The recruitment landscape has changed, job security and trust is at an all-time high for job seekers and shifting companies for employment isn’t as easy of choice as it used to be.
As a team manager you’ve got to find the edge when it comes to hiring for both the hired and not. People remember their experience and it won’t be the only time you recruit.
Let us help you deliver a premium recruitment experience.
Find a way to bring your company culture to life.
A recent survey showed that 40% of interviewers value company culture as a top priority when working with a business that is above salary, flexibility and upskilling. Off the back of the Covid19 pandemic company culture has significantly increased for employers – their health and wellbeing priorities have shifted.
You can say in an interview you have a great culture but demonstrating it is key. Rather than having a meeting in a cafe or meeting room why not walk candidates the long way through the office or have them join a team social gathering if the timing works out.
It’s a two way sell.
We are finding more and more the future of recruitment is a two way conversation. Employers need to sell the dream. Be prepared for interview questions and really think about why the role is a good fit for the employee. Good talent need to feel confident they are making the right career move.
Deliver bonuses employees want salary, flexibility, study and upskilling.
Review the full employee package, it’s not always about salary. It’s not new, news that flexibility and working from home is now expected when it comes to ways of working. Make sure your company has considered all the employee benefits as some that don’t cost anything can be what attract the talent. We see businesses miss out on skilled employees due to the lack of flexibility provided by employers.
Keep a strong pace.
With some industries it really is an employee market. Keeping your finger on the pulse and ensuring you move through the recruitment process fast is critical.
Some internal processes can be a real barrier when it comes to hiring talent. Given the change in market, it’s a good time to review any process that is causing your recruitment hire to take over two to three weeks. There is an expectation to hire off the back of an interview within a week.
Communication is key.
Its not rocket science, but its amazing how many people go cold for weeks on end. Communication to the shortlisted panel is key, making them feel informed about the process. It gives employees a taste of what its like working for your business. Organised, clear, consistent communication goes a long way to attracting talent.
Manage your business reputation.
There are a lot of longer-term strategies that can help ensure when you do promote a job, people know about your business. The power of social media means you’ve got the chance to build a strong reputation for your company before people set foot in the front door.
Work with your social media team to integrate company culture within the content calendar.
It is also a great idea to ensure employers conduct exit interviews with their employees, at the end of the day these previous employees are advocates (or not!) for previous employers.
There is always room to improve the recruitment process, need help? Chat to the Archway Team today and keep following us on Linkedin for helpful advice on all things recruitment!
