Recruiting is a Big Deal!
Beyond the quarter goals, KPIs, and maintenance of an amazing workplace culture, the people you choose to hire can either propel your business into something great or totally sink you.
Which is why your hiring practices should be as innovative and fresh as the talent you’re searching for. Hiring done right leads to the creation of a dream team capable of dominating the industry with innovative ideas and a work ethic that can’t be beat. On the other hand, hiring done wrong can cause your turnover rate to skyrocket. The company’s success could take a big hit and so could your pocket.
27% of US employers who reported a bad hiring choice stated a total loss of more than $50,000 as a result (HR Exchange Network). That number depends on the position and the length of employment, but still, a bad hire can be pricey.
Finding supreme talent in a competitive market will come with its frustrations, but as you move away from traditional search methods, you’ll find an untapped pool of stellar candidates that fit exactly what your small business needs.
If you don’t have an employee referral program set up, start one! Without a referral program, you could be missing out on quality talent.
LinkedIn and talent recruiters can be valuable assets in finding the right talent, but it can also suck a lot of time and money that would be better spent elsewhere.
Not only are referred candidates hired 55% faster than employees found through career sites, referred hires save companies money by reducing the overall cost per hire. (HR technologist)
It’s likely that your current employees have relationships with other qualified people, so take advantage of those connections to promote job openings within their social circles.
Networking is a must on your quest to finding the creme of the crop. Don’t hesitate to contact former colleagues for their insights or suggestions on candidates they have crossed paths with.
Tools like LinkedIn and digital recruiting tactics make searching for applicants faster and easier than ever before. Despite these tools, good communication still tends to take a back seat on the to-do list. In order to avoid missing out on choice talent, improve your communication standards.
How a candidate felt during the hiring process can influence their decision to accept your offer or not. Be prompt and clear with your communication. 65% of candidates have applied for jobs and never heard back about their application and of that same group, 72% have shared their negative experience online or with someone directly. (CareerArc)
Avoid a bad hiring reputation by committing to be punctual with your communication. Respond fast, and be available for questions. If someone isn’t a great fit, don’t burn bridges by ghosting them! If they are a great fit, treat them that way!
Discovering the type of hire that will contribute great work and stick around for awhile isn’t as tough as you may think. Finding great talent doesn’t have to be decided by chance or miracles if you know where to look.
Great talent is everywhere. In fact, you can find them at the places you frequent the most!
They’re the hustlers at your local grocery store, restaurant, mall, or movie theater. They understand the importance of working hard and getting things done. Their resumes may not be well-polished or filled with outstanding references or job experience, but don’t overlook their character. Some of the best skills don’t always make it onto a resume.
Get creative with your recruiting strategy! Keep in mind the value of a quality hire and the repercussions of a bad one. Take your online talent search offline too as you go about your daily routine. Good talent comes in all shapes and sizes and a job resume can’t always showcase hard work. An open mind will likely be your greatest asset in your search for talent.