by Sellick Partnership | 10 July 2017
Download the full infographic here.
The recruitment market is becoming ever-more competitive, as businesses go head-to-head to recruit the most talented candidates and gain that all-important competitive advantage. However, knowing who is the “right fit” for your company can be difficult to determine, and an individual who looks good on paper may not always be the best suited to your workplace's culture.
In our latest infographic, created to mark our 15th anniversary, we offer employers 15 tips on attracting the perfect candidate and ensuring they are happy enough to stay. We expand on our 15 tips below.
1) Build a positive company culture -- a sense of community matters!
Make sure your existing staff know they are appreciated. It is a well-known fact that the happiest employees are the most productive, so your efforts in this area will never go unnoticed. A business with a happy, inclusive culture will automatically appear inviting to recruits.
2) Work on your employer brand
In order to appeal to both existing members of staff and candidates looking for a new role, employers must have a firm understanding of their workforce and the market in general. The best way to achieve this is to ask your employees what makes you great, what they would improve and what their aspirations are for the future. With this in mind, you can successfully make your business an employer of choice.
3) Promote your organisation’s values
Once you have your values in place, they need to be promoted. Work hard to let everyone, both internally and externally, know what you are like as a business. Ensure people can get a good impression of what you are all about by conveying these values in all social media posts, as well as marketing and recruitment strategies. Any PR you carry out should also be reflective of your values, and the tone you want to convey.
4) Ensure you have a great employee/employer relationship
Your brand will look great to candidates externally if you take care of existing employees internally. This can be achieved by truly focusing on each member of staff as an individual, and regularly discussing their aspirations and hopes for the future. A friendly, open atmosphere is key here, so work hard to try and achieve this through regular performance reviews and one-to-one meetings.
5) Develop a strong CSR programme
Ensure your business values are reflected in your corporate social responsibility strategy (CSR). Work together with your employees to contribute to sustainable development, promoting economic, social and environmental issues across the organisation and beyond.
6) Start early to avoid delays, do not leave recruitment to the last minute
Although it is often easier said than done, if you know you are likely to need a member of staff in the not-too-distant future, it is essential you start the recruitment process early. Unfortunately, many businesses leave this until it is urgently needed. This often means the employee may not necessarily be the best fit, and when they do join the team, there is little time for training.
7) Advertise on the right platforms
Use social media and other tools to advertise job opportunities, and encourage existing members of the team to share on their personal social media profiles as well.
8) Write an accurate job description/advert to attract relevant candidates
Where possible, try not to recycle old job adverts for new opportunities. Instead, take the time to create an up-to-date, relevant description that explains the role and what will be expected of the successful candidate. Ask for the input of any employees in the same role to ensure the description is a true reflection of their day-to-day tasks.
9) Create an effective interview process
Use your interview time wisely by asking a variety of questions. Ensure you get a good idea of what the candidate is like and whether they would be a good fit for your business as a whole.
10) Get to know your candidates
Interviews are not solely to question the potential employee about their job experience; use this time to ask them about their likes and dislikes, as well as their aspirations. Inviting other members of the team into the interview to see how well the candidate would fit is a good way of gauging how they would blend with the wider organisation.
11) Offer professional development
If the candidate you have hired has expressed wishes for training in a certain area, or discussed a particular interest in something, be sure to offer development opportunities in this area. Doing so will ensure they feel valued from the very start.
12) Tailor incentives/benefits to employees
Standard benefits may not always be best for certain individuals, and what is appreciated by one may not be suited to another. Get to know your team and consider what benefits are likely to make them feel happy in their role.
13) Listen to feedback from your staff
Carry out regular performance reviews with members of the team, no matter how long they have worked for you. If they are feeling unhappy, take action to improve the situation, and give constructive feedback if there are areas for improvement.
14) Build a positive team dynamic
One of the most important aspects of running a business is the overall team dynamic. If the members are friendly, the entire atmosphere in the office will be better. Hold semi-regular away days once or twice a year to promote teamwork across the business.
15) Continue to build your employer brand
This is not a “once it’s done, it’s done” concept. If you are going to be committed to ensuring your business gains a great reputation both now and in the future, you need to make a point of keeping this up. Be sure to revisit your employer brand regularly, invite staff to discuss the business as a whole and whether what you are putting out there is true to your current direction.
Sellick Partnership has 15 years’ experience in helping businesses to find talented candidates to join their team. We are happy to speak to you about your current or future recruitment needs. Contact us today