Recruitment Strategies that really work!
Getting the right people in the door seems to be a continual challenge for business owners and leaders. Common complaints – from the huge conglomerates to early stage startups – centre around how hard it is to find good people, the lack of effective recruitment strategies, and that there isn’t enough time to focus on it.
The good news is that recruiting can be both simple and, more interestingly, it can support and drive your business growth when it's done correctly. All that’s required for successful recruiting strategies is to move the people of your business to the front of the stage by simply shifting your mindset.
Recruiting isn't separate from the Business - It is the business!
Companies are consumers of Talent; candidates are consumers of experience and opportunity
One of the recruitment strategies that can quickly help you bring best hiring practices front and center is to understand how similar the hiring process is to your current sales processes. Your customers and clients buy your products and services because of the value they add to their lives. You reach your target audiences by understanding who they are, how they communicate, where to find them and what they need. You meet the customer where they are and offer them things they can’t access on their own.
You can apply the exact same logic to the recruitment process. Talented candidates are consumers of the opportunities and experiences that working in your company can provide.
Designing personas of who your ideal hires are, including interests, past experience, critical thinking capabilities and cultural fit can make evaluating the candidates who do apply more objective.
Know your Business
One of the recruitment strategies that can quickly help you bring best hiring practices front and centre is to understand how similar the hiring process is to your current sales processes. Your customers and clients buy your products and services because of the value they add to their lives. You reach your target audiences by understanding who they are, how they communicate, where to find them and what they need. You meet the customer where they are and offer them things they can’t access on their own.
You can apply the exact same logic to the recruitment process. Talented candidates are consumers of the opportunities and experiences that working in your company can provide.
Designing personas of who your ideal hires are, including interests, past experience, critical thinking capabilities and cultural fit can make evaluating the candidates who do apply more objective.
Know who you need
When deciding whom to bring on board, you can think of the ideal candidate being made up of two main factors – skills and style. In other words, is the candidate capable of executing the tasks they will need to perform the job well? Do they have the skills? That may seem basic, but if a hiring executive isn’t clear about what is needed, even this part can be a shot in the dark.
Interview for results
Preparing more strategically for the interview itself can help you bring the right people in the door. Instead of entering a social conversation to “get to know” the candidate, be deliberate and strategic about the questions you ask. Why are you looking to bring someone new on board? How long do you envision them staying at your company? Why does their past experience speak to you?
If you know the role you are hiring for requires flexibility under pressure, creative thinking and obsessive attention to detail, have the candidate offer you specific, measurable examples of where they have demonstrated these three qualities. Don’t settle for answers that simply offer a yes or a no. “Tell me more” is a great way to dig into the information that will get you the talent you need to drive your company’s growth. Always have specific questions that align with an open role, and most importantly, don’t forget to keep your brand’s ultimate vision in mind.
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