Increased turnover rates, an aging workforce, the explosion of technology and remote work, and global competition have heightened pressure on your talent acquisition team as they strive to maintain your company’s competitive edge.
Here are three best practice ideas to help ensure that your company doesn’t fall behind:
1. Build a robust talent pipeline.
Also known as relationship recruiting, building a talent pipeline requires you to switch your mindset from recruiting to fill an open position to thinking strategically about what your company should hire in the future.
- Target passive candidates. These individuals are already working and not planning to change jobs; however, they could be open to a change if the right opportunity came along. In one study, 44 percent of employees identified themselves as passive job seekers. Passive candidates who were hired performed nine percent better than active candidates and were 25 percent more likely to stay with an organization – probably because they had been custom selected by recruiters as a great fit.
- Partner with colleges and universities. There are many ways to accomplish this. Send employees back to their alma maters to recruit on campus. Have your managers and subject matter experts teach courses or offer seminars. Set up internship and apprenticeship programs. Target new and prospective grads early, before your competition beats you to them.
2. Have a great employee referral program.
Turn every employee into a talent scout. At Quicken Loans, 61 percent of all hires come from employee referral programs each month. Referring team members are kept in the loop via a web portal that allows them to track the status of referrals online and by email.
- Referred hires feel like they have a friend they can turn to for advice and to ask job-related questions. This helps them to onboard and mesh into company culture more quickly and successfully.
- Successful referrals make employees feel better about their new company. Not only do they tend to stay longer, but they are more engaged as well.
3. Leverage social media.
Social recruiting is about engaging with users and utilizing social media tools to source and recruit talent. The top platforms – LinkedIn, Facebook and Twitter – have 535 million combined users.
- Start with the Careers page of your company website. From the ground up, it should focus on the candidate experience. Build a content management tool so your hiring team can keep it up to date without having to be IT experts. Support content with research; for instance, base message points on input from candidate and employee surveys. And, use third-party market research. This can tell you how your employer brand is perceived in the marketplace.
- Using social media takes time and effort, but it’s a highly worthwhile investment. You can engaged with desired candidates, post jobs to targeted audiences, build connections, join groups and discussions, and more. It all boils down to better positioning your company as an employer of choice.
Are you looking for top talent?
No doubt about it, there’s a lot involved in optimizing your staffing strategy and plans. Working with a recruitment expert who takes a customized consultative approach to meet your needs can be the best of all habits to develop. In engineering, accounting, finance, marketing, logistics, supply chain management and cybersecurity, consider partnering with TRC Solutions. Let us put our powerhouse team to work for you.
Contact us today to learn more.