The start of a new year can mean new employment goals for people. Returning to work after holidays can leave restless employees looking for new opportunities so it’s no surprise that January and February are the busiest months for job seekers. 

Tapping into top talent is high on the list of recruiters however not every person assigned to the task knows how to secure these candidates. Even in large companies, management can be appointed with sorting through applications, screening candidates and planning interviews. This adds to their busy workload before even meeting with prospective employees. While recruitment companies can ease this burden, not all businesses want to outsource the recruitment process. 

Maintaining company culture through multiple touchpoints in the recruitment cycle can be an opportunity to assess if a candidate is the right fit. Well-meaning managers can forget that potential candidates are evaluating the role suitability, company culture and growth opportunities during recruitment as well. It’s not uncommon for a potential employee to be prospected by multiple employers at the same time if they are looking to move roles. Refining your human resources processes can mean that you are securing the talent you want and save time on positions left unfulfilled.

Write a killer advertisement

Writing a job ad shouldn’t be listing the position description. Or listing the awards that the company has won. The job ad is often the first impression of a company. Is it somewhere that they want to work? Is it a role that they could see themselves in? What are the benefits to the employee? According to internet job site SEEK, the layout can also have a huge impact on capturing attention. They recommend using dot points for listing each key selling point. Simple formatting was often cited as one of the best ways to improve candidate reach because it makes it easier to scan through. Check out how we at HROnboard advertise for one of our roles.Implement an employee referral program

Implement an employee referral program

Reaching out to your network on LinkedIn is increasingly one of the best ways to find candidate referrals. Even reaching out to available candidates via LinkedIn direct messaging can be a great way to align a position with a qualified candidate. According to LinkedIn up to 90% of professionals are open to new opportunities if presented with the right role. Asking employees to promote the position to their network can be a fantastic resource in any industry. We are all advocates for the business at HROnboard because we all genuinely enjoy coming to work. 

The early bird gets the worm

There is much debate about the length of time it should take to recruit a new hire. Some research says that the average time it takes to recruit is now 27 days. At HROnboard, we believe in hiring slow. Each candidate has a trial day prior to the offer of employment. This gives us a chance to see if the candidate has the skills while being the right fit with the team. 

“Going from verbal offer to formal offer quickly shows you’re organised and you care about the candidate – two important attributes that will reinforce your candidate’s decision to take the job. Sending the formal offer out quickly locks in your candidate against other job offers – much harder physiologically for the candidate to renege on a job offer once they’ve gone through the process – whilst a verbal offer is worth the paper it’s printed on”   ~ Peter Forbes.

Extending the recruitment process unnecessarily can open an employer up to missing out on their best candidate. Top talent is available for an average of ten days before they accept an offer. This means that waiting to action the recruitment process for several weeks could cost you the best person for the position. Learn more about onboarding hacks from our CEO Peter Forbes.

Treat candidates like customers

Prospective employees are savvy. They’re actively researching a company’s website and social presence, employees and connections on LinkedIn and reviews on what it is like to work there. Before candidates walk through the door, they know (or should know) a great deal about an employer. Even though they may not be successful in their interview: they might be a future employee, colleague or even customer. It is good public relations to thank them for their time and let them know they were unsuccessful. Although it might seem like an insignificant gesture to some hiring managers, the impression that a candidate is left with can determine how they feel about the company as a whole. Discover what one of our amazing customers, Spendless Shoes, do to create an award-winning culture. 

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Employee Offboarding Checklist: in 10 easy steps

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