Hiring strategies have changed over the last decade and will continue to do so in the modern business world.
Access to new technologies and changes in social and professional attitudes mean more traditional techniques are no longer the only (or best) route to take.
In this guide we take a look at what some of these are so you can consider the best route for your business to take.
How to advance your hiring strategy
You’ll know of popular existing techniques you can take. For instance, you should be familiar with a structured interview process.
It includes gathering CVs and then inviting candidates in for one or more job interviews.
It’s arguably the most popular interview process to this day. By posting your job specification online, you can reach a wide audience very rapidly and bring in the talent you need.
And it can provide you with many advantages. These include:
- Cost-effectiveness: It’s one of the cheaper strategies you can use to generate interest in a vacancy.
- Speed of the process: The process makes the recruitment cycle quick in comparison to other approaches.
- Reach a wide audience: With an online placement you can reach a global audience. This ensures you can reach a wider pool of talent.
- Effective application management: In the event of many applications, it’s possible to manage this effectively and find talented candidates faster.
There are some disadvantages to this approach, though, not least a number of inappropriate candidates.
Your business will have to sift through individuals who don’t have the experience or are not suitable.
Interviewing takes a lot of time. It also isn’t the most accurate way to ensure an employee will work out with you.
Your probation period can control new starter risks, but there will always be uncertainties with any new hire you bring into your business.
The different recruitment and selection methods
How do you go about generating interest in a new role you have? It may seem daunting for small businesses, but with the right techniques you can reach the right candidates.
Common internal recruitment methods include:
- Job boards: Sign up for a professional account on a job board of your choice to advertise your role. This can help to attract the attention of the right talent.
- Business referral schemes: This encourages your existing employees to suggest an individual for an existing role, which can result in a financial reward for the referrer.
- Recruitment events: More popular with larger businesses, but still a viable option if you want to reach out to your community. These events are particularly effective amongst recent graduates.
- Spontaneous applications: It’s common for some businesses to encourage talented individuals to apply. This is even if there aren’t any roles available at present.
- Mobile recruitment: Uses technology to attract talent through tactics such as apps, social recruiting, and texting candidates.
- Social media: Advertise your roles on your official account to attract talent and engage with candidates across direct messages.
- Chatbots: They’ll likely become more of a leading option in the years to come. A bot can guide candidates through a set of questions to see if they’re suitable a role you’re offering.
- Approaching passive candidates: An increasingly popular method is to approach individuals who haven’t expressed interest in job hunting. But you may be able to attract them to your business with perks.
You can use external factors as well, such as recruitment agencies. For a fee, they’ll help to direct suitable candidates to you.
This is popular with some businesses as it saves a lot of time. Recruitment is hard work and so handing the task over to trained professionals can take a lot of pressure off.
The downside here is not every business can afford to take this approach. As such, you may want to handle the situation internally to keep costs down.
H2: Recruitment methods for senior-level employees
For the likes of higher management roles, you may want to think of a different approach. Consider the following options:
- Passive approaches: As we mention higher above, this can be an effective way to capture the attention of an individual not necessarily looking for a new role. But with the right perks (for example, a wage increase) it may be enough to get their attention.
- Offering significant benefits: It’s not always about the wage. You may want to focus on offering a better work-life balance, with an increase in flexibility to ensure they can enjoy their downtime more.
- Consider their personality type: Whether extroverts or introverts, offer transparency on your company culture and the type of environment they’d work best in. Does their character align with your type of industry? If not, it may be best for all concerned to avoid signing a contract.
- Think about internal promotions: Instead of hiring a new candidate, if you have an opening for a senior role it can be beneficial to promote an existing employee. This can save you time and money in candidate hunting, but also reward a long-term employee who has the skill set to match your requirements.
A few more alternative recruitment methods
Remember, you don’t always need to rely on the internet to perform all of your hiring. Offline recruitment methods are still a strong option, a few of which we did cover earlier:
- Staff referrals.
- Nurturing interns.
- Networking at industry events.
- Face-to-face meetings.
- Offline adverts in newspapers or billboards.
Small businesses can try more traditional methods to attract talent, especially if you’re in a small town rather than a city.
Cost-effective approaches can include social media, headhunting across LinkedIn for passive requests, and a well-placed advert in a local newspaper.
But remember that there’s no easy path in recruitment. To find the right candidates is difficult and the more effort you put into your search the greater the reward can be.
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