Attracting the right talent

Attracting the right talent 

Candidates often point to the same mistakes of recruiters: low level of knowledge about the job they recruit for, lack of feedback after interviews and prolonged recruitment processes. According to the latest researches conducted by the largest job boards, almost 52% of candidates complain about the lack of an individual approach during job interviews. 

Thanks to the easy-to-apply steps, the recruiter can strengthen the image of the employer. On the other hand, in the event of internal recruitment errors, candidates will not want to cooperate further. The HR department, which does not know how to ensure relations with candidates are thoughtful, will not recruit the best employees. 

Therefore, if you want to acquire valuable employees and minimise the risk of recruitment errors, invest time in training recruiters. 

Why does HR have to cooperate with the recruitment department?  

8 out of 10 candidates indicates that during the recruiting process, the person responsible for HR was not able to specifically describe the duties and requirements of the job. This means that the vast majority of HR specialists do not know exactly what the people they are looking for will be doing. It is worth starting the recruitment process with training recruiters in the specificity of the department’s work and the candidate sought. 

Where to start?  

Start with an observation of your best internal employees of the department for which HR or recruiters are hiring. Those candidates that were successful in their previous jobs, will bring their knowledge and experience to yours. If the observation isn’t enough, look into the numbers and check how successful your current staff is against their targets.

Associate successful recruitment with increased company income 

Make internal recruiters aware of the fundamental relationship between recruiting candidates and the profits of the entire company. Previously successful candidates can have a direct impact on the income growth in your company. Tangible success doesn’t need to be achieved by people that are directly involved with billing. If one of your employees can negotiate well with your current clients, he/she should be a valuable source of information on what type of candidates to consider in recruitment.

Employees who are innovative will reduce your company cost. Make recruiters check what ideas and optimisations candidates have implemented in previous workplaces. This is especially important in rapidly changing industries.

People who deploy faster will save your line managers time. Make recruiters check the candidate’s ability to acquire new competencies in their references. Candidates with lower salaries are not always a good choice. Make HR professionals or internal recruiters aware of the costs of unsuccessful recruitment, otherwise, you might put yourself in a “recruit cheap, recruit twice” position. Earnings should not be the only recruitment criteria. Recruiters can and should also consider candidates with higher financial requirements if they can offer an interesting skill set for the company.

The goal should not be to hire an employee but hire the right one.  

How to get the best candidates yourself thanks to LinkedIn? 

Training Recruiters and HR specialist to actively search for candidates via LinkedIn has many advantages: 

  • How to define key phrases in LinkedIn profiles when recruiting for specific positions? 
  • How to reach candidates with niche skills and specific knowledge? 
  • What to pay attention to when looking at candidate profiles? 
  • How to build a database of candidates for a given position? 
  • How to create an attractive recruitment message for the candidate? 
  • Which candidates could be of value to your organisation? 

Posting job offers on popular websites doesn’t work for the most valuable candidates – those candidates are called “passive candidates”. They are not actively looking for a job and often do not check job offers until someone approaches them and presents it in an attractive way. Having broad access to LinkedIn recruitment account is the main argument in the favour of using recruitment agencies.

How to shorten the recruitment time to retain valuable candidates?  

The average recruitment in 2015 took almost 3.5 days longer than the same process in 2009 (Glassdoor study). On the other hand, you only have about 10 days to start interviews with a valuable candidate who is just entering the employment market. 

What simple steps can be introduced to shorten the recruitment time? 

  • Your recruiters check the applications flow every day. A great candidate’s application can be compared to a sales lead – The later you contact him/her, the less likely he/she is to join your organisation. 
  • An invitation to an interview or telephone interview should take place on the day following the acceptance of the CV. Your recruiter should adjust their time to the candidate’s time. Not the other way around. 
  • The offer for the candidate should be submitted on the same day or the next day after the line manager makes a positive decision. Extending the process increases the risk of the candidate receiving a counter-offer. 
  • The candidate should always know what phase of recruitment they are in and when the next one will come. 
  • If your company carries out many recruitment processes using various sources of candidates – applications for managing relations with candidates or systems tracking keywords in submitted CVs (ATS) will help you. 

Remember that active candidates talk to passive candidates. If you recruit slowly and you don’t care about good communication during the process, even the best image-building activities will not help. In addition, an efficient recruitment process builds a positive image and allows the candidate to get the impression that the company cares about their talented staff. 

Most of the recruitment shortcomings identified by candidates can be rectified without spending significant costs on training or external workshops. All you need to do is spend more time with internal recruiters and the results will show up quickly. But if this is something that you won’t be able to find time for, contact us, and we will take the recruitment process of your shoulder.  

We specialise in the warehousing, distribution, driving and logistics, commercial and technical recruitment. The only one thing we would insist on receiving from you is the accurate job description. It will not be a waste of time, but an investment in a better quality of candidates. 


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