In the world of strategy recruitment, finding quality candidates is just as important as making the right hires. After all, the latter cannot be possible without the former. An employer cannot possibly get their hands on a top employee if applicants are lackluster to begin with. So how does one find quality candidates? The key here is attraction. You don’t find them, you attract them and they come to you. Here’s how.
Build clear-cut job descriptions. An effective job description not only helps employees understand their roles and responsibilities but it also plays an important part in the hiring process. They should reflect the roles of the individual, the tasks attributed to them alongside the skill set, personality, experience and other qualifications to get the job done. Without it, it would be hard to communicate the vacancy let alone screen the applicants.
Ensure successful ads. Communications is crucial. Even a sterling job description and vacancy ad will remain futile if it is not communicated effectively. There are many mediums and methods on how to do this from traditional to digital, free to expensive. The choice will ultimately depend on who you’re aiming for and your budget.
Target efforts to the right market. Ads and other recruitment efforts must be targeted to the right people or else it will fail to deliver. For example, if you’re aiming for a senior sports writer, make sure that your hiring efforts are not directed to a business writer. It’s a matching type.
Find a motivator. Not all quality candidates are looking for jobs and not everyone who’s looking is interested with your company. How do we flip the situation? Find a motivating factor or something that will spark interest and curiosity. Be it through an ad campaign or the organization’s work branding.
Develop a sterling work branding. What is it? Simply put, it refers to the organization’s personality and image as an employer and a working force. Candidates and applicants also research and choose the positions and companies they apply to. It’s a two-way street. If your branding doesn’t communicate a healthy working environment, a good set of benefits and other things for that matter then professionals are not likely to grab the position. They’ll flee and look elsewhere so be sure to work on this.
Take advantage of networks.
One of strategy recruitment’s best weapons would have to be networks. Connection with people either personal or professional can help find a great hire. After all, recommendations are a great source of sterling employees.