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June 23, 2015
The right people are essential for company success and a sustainable competitive advantage. Yet, finding the best talent can be highly difficult, especially when candidate availability is low, resources are limited and an inflexible timeline exists. With consideration for many common issues, here are 3 quick tips to help you build a great recruitment strategy:
Perform a Detailed Job Analysis
A job analysis is exactly as it sounds but remarkably far more complex. It is an assessment of a job’s functions and what is needed to perform these functions, such as KSAs (knowledge, skills and abilities). Though often performed badly or flat out ignored, it is indisputably key to effective recruiting from the beginning. A detailed job analysis will provide you the information necessary to target the right candidate pools and write advertisements that generate leads on many different mediums. In other words, if you do not know what you are looking for, how can you find it?
Use Social Media
Social media has an amazing potential to spread information rapidly while still maintaining an excellent ROI. To get started, periodically update company pages with brief posts on your job opportunities. Make sure to include a link to the internal job board post so candidates can find more information and if possible, attach a relevant image. Both will ensure your posts are more attractive. For increased visibility, pick the best platform(s) for your campaign and use fee-based advertising services to sponsor or promote these posts.
Generate Quality Referrals
Referrals are often considered the #1 best source for quality candidates. To incentivize referrals, offer a monetary bonus. This amount generally ranges from $100 to over $5,000. Experience has shown, however, that people find it difficult to vouch for others given uncertainty and risk of losing respect for their judgment. Therefore, offer an amount that you believe will be sufficient but does not dip below $200.
Once you have an amount determined, market referral bonus opportunities through all of your channels and ensure this information is included within the call to action of each job advertisement. You can also try adding a referral bonus message to your email signature for additional passive marketing.
Augment this approach with a more direct recruiting style. Create a contact list of anyone you know who has similar characteristics to the people you are looking for and attempt to order the list by their likeliness for lead generation. As you begin to contact referrals but find some are not interested, make sure to still ask if he or she has anyone they would like to refer themselves.
Your company’s ability to recruit superior candidates quickly will ultimately translate into business growth. Inter-Connect is a leader in developing advanced, results oriented recruitment strategies. Contact us today for more information on how we can apply our expertise to your hiring initiatives.
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