Have you ever had your eye on someone who would be the perfect candidate for your company, only to have them take a job with another employer? You may have waited too long to approach them, or the other company’s recruiting strategies were stronger than yours, but, for whatever reason, another one got away.
This scenario is prevalent in industries with high demand and low supply, like tech and medical areas. By the time you’ve gone through the interview process and are in the middle of checking references, someone else has enticed your favorite candidate to their team. What can you do to stop this from happening?
While streamlining your interview process to attract and intrigue the right candidates is vital (as discussed in this article by Obsidi®), learning what the recruiters do can prevent them from “stealing” your star applicants. These best recruiter insights will help you find and keep the top talents in your industry starting today.
1. Recognize the Challenges in Recruiting
What is keeping you from attracting the best candidates available? The reality is that the same challenges you face are also obstacles to your competitors. Recognizing and understanding how to overcome them is the first step to a successful hiring process.
For instance, when it comes to recruiting the best minds, money is always an issue. Your budget determines where you can post your job opening, what type of recruiters you hire, and how much you offer candidates for the position. Research what your successful competitors are paying and where they’re sourcing their applicants, and work toward a similar method.
Pay attention to other challenges, such as technological changes, and how these advancements impact your ideal candidates. For example, are you still using social media as your pipeline while the top talents in your field are on another platform?
Recruiting, like many other aspects of business, is an evolving process. To master it, you must recognize and stay on top of the obstacles as much or more so than your competition.
2. Be Proactive On Your Search
Don’t wait until you’re in dire need of someone to fill a role. Always be alert for top candidates and ready to recruit through the most relevant pipelines at any given time.
Waiting for the traditional funnel of job postings, applications, and interviews can take months or longer, with often futile results. This lengthy process is streamlined through collaboration with organizations already connected to your ideal candidates.
Offer internships, mentorships, or academic guidance and build relationships with institutions and organizations where the top talents will likely be.
3. Listen to Your Employees
Networking is all about connecting with someone who knows someone. When it comes to potential job candidates, you already have a pool of “networks” in your company — your employees.
Those on your team already know what the company is like and which of their contacts may be a good fit for an open vacancy. Yes, some people are likely to refer less-than-ideal candidates, but you can screen them out through the interview process.
In most cases, if you ask for employee suggestions, your workers will only refer people they think will be a good fit. This referral system can be tweaked to reward workers if they recommend someone you hire once they meet specified qualifications.
4. Brand Your Company With DEIB
Today’s professionals are looking for more than a paycheck. They want to work for employers with a fair and inclusive culture. This feature is part of your company’s brand, and to attract and retain top talent, it must be connected with Diversity, Equity, Inclusion, and Belonging (DEIB).
Many applicants actively seek out employers based on their DEIB policies. Workforce diversity is an integral part of what attracts candidates to a job. When sourcing candidates, use various platforms that connect you to multiple demographics and advertise your postings in ways that apply to diverse groups. Include the DEIB policy and encourage under-represented groups to apply.
Your stance on inclusivity and diversity matters more today than ever. If you want to recruit the top talent in the world, show that you’re open to everyone and only their skills matter in the interview.
Conclusion
Recruiting in most industries looks significantly different today than even a decade ago. You want the best person in the industry for your job opening, and so do your competitors. To recruit the ideal candidate and interest them in your company, follow these four recruiter insights and make them a part of your active hiring process.