The novel coronavirus has impacted companies and employers in staggering ways. According to the latest data from the US Bureau of Labor Statistics, unemployment spiked to 14.7 percent in April 2020 and could continue to rise. With so many people out of work, your company’s applicant pools will be deeper than they’ve been in years. This presents an opportunity to fill your organization’s positions with qualified new hires who fit into your culture. Now is the time to make sure you’re using these recruiting tactics to obtain the right talent.
1. Promote a clear brand identity
You want your customers to understand what your business is all about. It’s even more important for your employees and the people you recruit to understand your brand identity.
Your mission, vision, and values are the foundation for your brand identity. Promoting a clear brand identity attracts candidates well suited to your organization and repels candidates who won’t fit. When you’re up front about who you are and what it is like to work at your company, you make it easier for people who align with your culture to find.
As you develop your brand identity, ensure all your marketing materials align. Your website, social media accounts, and advertising campaigns should reflect your brand identity. This alignment should extend to your job postings.
2. Reach out to passive candidates
Many times, the right person for your job is happily employed elsewhere and isn’t looking for jobs. This is why you can’t rely solely on posting jobs on your website and job boards. According to a 2014 LinkedIn study, 85 percent of the workforce is open to a job change even though just 12 percent are actively searching for a new job.
This is where Real8 Group recruiters find the candidates you never could have landed on your own. These candidates won’t seek you out, but they’re amenable to listening to a recruiter’s overtures. Having a clear brand identity to promote will help your recruiter bring you passive candidates suited to your organizational culture.
Since passive candidates may not have their resumes up-to-date, make it easy for them to apply. A complicated application process could be the one thing keeping a dynamite candidate from applying for your job opening.
3. Get better at interviewing
Employers often neglect the interview as a place to promote the company. Too many hiring managers see the interview as a time for them to gain information. Rather, the interview should be a two-way street where an interviewer gives and receives information. You want each candidate to leave an interview with all their questions answered.
Additionally, the interview should match the company’s culture. If you’re a laid back office, conduct a more informal interview. If the job requires working in teams, consider involving the position’s teammates in the interview. This gives candidates a demonstration of your culture in practice.
4. Tap into your employees’ networks
Your employees know what it takes to be successful at your company. They know which of their friends and former co-workers would make great additions to your workforce. Solicit this input from your best staff and take it seriously.
You can even set up employee referral programs for a relatively low cost. Your return on investment can be less employee turnover, better new hires, shorter hiring times, and faster onboarding. This all combines to save your company time and money.
Obtain the Right Talent
If you’re ready to take your recruiting tactics to the next level, contact Real8 Group. We focus on recruiting, qualifying, and delivering the right talent.