Monday, 3 February 2014

4 Rules You Have to Follow To Keep up with Talents

The task of hiring and retaining the best talent is as tough now as it's ever been. While this is by no means an irreversible apocalyptic statement or prediction, however a bullet-proof hiring process remains, to some extent a holy grail for a lot of recruiters.
The thing that makes recruitment a much more complex business is social media. Any company that neglects online strategy and social media management when recruiting, is in real danger of losing out on top talent. Such logic has long been properly perceived, yet there are many pitfalls hidden behind the use of social media by HR professionals.



Top talent can provide any company with a competitive advantage – no matter which industry is its specialization. That's the reason why recruitment is of the utmost importance in business strategy. If one wants to reap the benefits of investments (both physical and financial) in the recruiting process, there are several simple steps that one should consider.

1. Make sure a job posting accurately reflects your organization's brand


It's not just the nature of he posted position that matters. According to surveys, the look and feel of a job posting is equally important. In the era of Instagram, Tumblr, Pixlr and other neat and freely accessible tools which incorporate design into your style, the look definitely influences job seekers willingness to allocate time for reviewing and ultimately applying for an offer. Apart from a post's design, every person responsible for its posting has to make sure it reflects the organization's brand and message. If this is ensured, the confusion caused by releasing an unclear signal about a position or a company will be avoided. You want top talent to be naturally attracted to your firm, so make them feel comfortable about you.

2. Social media is keywork with LinkedIn, Twitter, Facebook, blogs, YouTube


Job seekers expect to stumble across job adverts via social media – preferably through LinkedIn and Facebook - as they spend a great deal of time online. Usage of social networking sites for recruiting has been rising from year to year and companies are becoming aware of this trend. It's beyond doubt that social networking provides companies access to a vast pool of both active and passive job candidates therefore neglecting social media presence can jeopardize your odds of recruiting and hiring best of the best. Although interactivity levels can vary from company to company, creating interest in a job by posting useful information or contributing to discussions within groups or pages that job seekers tend to review can engage a great deal of talents. In short, when it comes to social media, you have to be where your potential candidates already are.

3. Treat people with courtesy


There's not much worse than receiving no feedback from companies to which you have submitted your resume. From the perspective of job seekers, this mainly involves disappointment from an apparent lack of interest in their skills. However, this is also a huge loss from the perspective of the companies offering positions. The success of companies, especially those making the rounds in a service industry is dependent on their word-of-mouth reputation. That also applies for departments within a company - regardless of the importance they hold for the firm's performance. To prove this idea, a vast majority of those who have been treated with courtesy and a human touch would encourage others to join the company in the future. It is imperative to show interest in people - what job seekers say about you is what you really are.

4. Survey job candidates – those rejected are as good as those accepted


Data that companies have been able to collect during past hiring processes, enable the evaluation of what was done properly and what can be done better. You, as a recruiter can choose from the best people to fill free positions within companies. Therefore it is necessary to probe the opinions that come from rejected candidates. The more feedback you get, the better experience you can provide afterwards. No one is perfect and we all make mistakes. However, to discover what was wrong and consequently remove a deficiency opens a door to a quality recruitment process, based on palpable outcomes.

If you're facing the task of finding and acquiring talent, you may be preparing yourself for one of the toughest challenges that professionals responsible for acquisition can face. However, there is always the possibility to get enlightened from others who have already faced and successfully managed the very same issue. Take a look at one of our webinars. Your answers could be there.

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