It is not unusual for a company to have a hard time recruiting talents. The pool of workers available for hire is wide. And thanks to outsourcing, you can even hire other nationalities as long as they’re comfortable with your language. One study showed that 48% of small businesses are having a hard time finding qualified candidates for their open positions. Although traditional talent scouting methods still work, the 21st century brought with it new challenges. You need to be creative if you want to keep up with your competitors.
If you find yourself looking at your competitors and wondering why they seem to be “lucky” in finding the right candidates, then know that it’s not luck. It’s a combination of all these factors (including luck), but it mostly has to do with them sticking to the time-tested formula: good compensation, smooth candidate journey, painless interview process, and quick decision-making. Don’t forget, you also need an efficient onboarding process to keep your new hires satisfied.
But before you implement these things, you need to determine what’s been keeping you from these top talents. You wouldn’t have this problem in the first place if you can work with an HR services company that will take care of all your employees’ needs — from payrolls to paid leaves. This will streamline the process not only of sourcing candidates but of keeping them happy in your organization.
You Are Not Tapping Your Current Team’s Resources
Why are you missing out on good talents when you already have some employees who’ve been with you for years? They’re running in the same circles as their peers. Mobilize your team to find the best candidates. Maybe they have a classmate from college who would want the opportunity to work for you. They already know someone who can be the perfect hire for your organization. Tap your team for referrals and give them a bonus for a successful hire.
The Margins and Qualifications Are Too Strict
In your mind, you have an ideal candidate. But maybe you are too strict with your qualifications that you end up alienating candidates who could contribute to your organization, too. They may not seem like the perfect candidate at first, but you have to give them a chance to impress you during the job interview. Who knows? They could have the personality that will fit your office culture. Keep an open mind. You will be surprised by what you find.
You Cast a Wide Net
You may also be doing the exact opposite of being too restrictive. Recruiting in the wrong places will have you end up with hundreds of resumes, most of which are unqualified candidates. You will waste time reading their resumes that by the time you found someone who fits the criteria, you just want to get it over with. Be selective with where you post the job opening. Figure out the business networks and social media sites where you might meet the right candidates. Concentrate on quality rather than quantity.
Candidates Are Not Impressed With Your Company
Before you post a job opening on any recruitment site, ask yourself this: what will candidates find out about your company online? Candidates will want to do background information about your company. What are you up to? What are your advocacies? They will check your website, as well as your social media presence. Have you been involved in any controversy? What do other employees say about you? Try to do a Google search of your organization and see for yourself what candidates may find out.
The Compensation Package Is Not Attractive Enough
Admit it, even you are wondering why your employees are staying with your company despite the underwhelming compensation package. The right employees are expensive to hire. If you are not willing to pay them, they’re not going to sacrifice their time, talent, and skills for your organization. Compensating them doesn’t always have to be monetary. It can be about travel perks, paid vacation time, flexible working hours, and work-life balance. Add cool perks to the package.
You Make the Wrong Assumptions
This happens a lot during the interview process. In your head, you want the interviewees to be the sort of person you’re imagining. This is unfair to the candidates. It means you are not listening to them and you are expecting them to be someone they are not. Listen to the candidates. From their answers, you can determine if they are the right fit for your organization.
You feel that you are not getting anywhere in your recruitment process because you are doing it all wrong. You might be limiting yourself or casting too wide a net to catch the right person. Look at how others are doing it. Study what they’re doing that can help your own company. While recruitment is very subjective, there are best practices that you can replicate.
