Recruitment isn’t always as easy as it seems. You want only the best people working for your company so you can build a cohesive team you can rely on. However, finding the right people to hire can sometimes be challenging. As modern attitudes towards working environments change and younger generations are pushing back against toxic work cultures and the hustling lifestyle in favor of a more balanced work and personal life, how do you appeal to those in your industry who can be an asset?
Hire From Within
What potential candidates like to see in job roles is the ability to progress in their careers. If you’re hiring from within, this shows potential employees that there is a leadership development plan in place and can be an attractive proposition for those who have their eye on moving up the ranks.Â
So, instead of hiring for senior positions outside the company, ensure those currently working for you are given the opportunity to develop their skills and work towards a promotion. You can then fill their spot as they are promoted.
Find A Recruitment Agency
If you need people with specialist skills or assets to join your company, it can be a good idea to work with a recruitment agency to identify talent and get them on your radar. SJR London is a fashion recruitment agency that can help you fill roles in thin fashion-orientated businesses. What working with a specialist recruitment agency does is narrow down your pool of applications, ensuring that only those relevant to the job role and with appropriate experience are put forward to fill vacant positions.
Employee Referrals
This approach can be ideal if you need people with a highly specialized skill set, as many people will likely develop contacts with those who also do what they do or have friends who can take on the job role they do.
Encouraging employee referrals means you can fast-track applications by hiring those who are already being championed by people working for you. The reason this works is because your current employees will know what the job role entails and what it takes to do the work each day. They then apply this knowledge to their friendship circles or contacts to identify who would be a suitable candidate, meaning they’re doing the work of a recruiter for you.
Experience And Education
Sure, you want people to be qualified, and having relevant, recognized qualifications is enticing for any hiring manager. However, you shouldn’t overlook the value experience in the field can offer your company, too.
Sure, some roles require expertise, training, and qualifications; you wouldn’t want an unqualified electrician working on your behalf in the field. However, for job roles where qualifications are explicitly required, experience can be just as valuable. Real-life skills and knowledge gained from working in different roles can be highly beneficial, and you shouldn’t overlook this simply because someone has a certificate or not.
Define Brand Values
As mentioned above, employees want to work for companies that respect them and the work they do and don’t require them to dedicate their whole lives to the grind. They also don’t want to work in toxic environments. To improve your company and make yourself more attractive to potential hires, you want to look at your workplace cultures and company values.
Once you have identified any issues or what you want to be known for, you need to consider implementing this company-wide. The more everyone is on board and adhering to the rules and values you have in place, the easier it will be to attract the right people to your company and fill those empty job roles. Because the more you value your employees and treat them like people, not just cogs in a machine, the more they give you back and the harder they will work. After all, teamwork makes the dream work, as they say, and this is very true in any company.
Be Clear About The Vacancy
Lastly, a great way to entice the right people to apply for vacancies is to ensure that you are honest about the job role and transparent about pay. No one wants to accept a job only to find it is wildly different from what they expected and involves them doing more work than negotiated at the interview stage. Be clear about exactly what they will be required to do and what you expect of them. The same goes for remuneration. Don’t beat around the bush; be transparent about salary and bonus entitlements as well as PTO and any terms of PTO so they know what to expect. The reality is if you’re missing this information or you aren’t clear, then suitable applicants will be passing you over for a company that can offer them what they’re looking for.
