With the development of society, technology on the throne, candidates are also easily exposed to more suitable job opportunities. As a result, the labor market is also becoming increasingly competitive. Finding the right talent for your business is not easy. The 4 tips to attract talent shared below will be valuable suggestions and troubleshooting for employers.
In today's competitive labor market, finding quality and effective employees, meeting job demands and avoiding risks is not a simple problem posed for human resource managers. particular and for businesses in general. However, due to the strong development of the digital age, today's employers no longer take the initiative in finding talent, but this depends on 90% on candidates.
So the question is, what should businesses do to get the right talent? The 4 tips shared below will be the answer to the above problem.
1. Improve brand recognition and candidate experience:
One thing is for sure, when talented people choose a business to stick with for a long time, they not only choose the job they love, but they also care about the values of that business. Therefore, building a brand identity with an attractive online interface is the easiest way to attract talent to your business.
Some of the most widely used and effective brand promotion tools today can be mentioned as LinkedIn job social networks, fanpage or maybe the business website itself.
Encourage the building of a website that integrates visual tools for employees to upload videos or images, corporate culture to attract more candidates, help them have a closer look at the company they are about to apply for. .
In addition, employers should also use social media to connect and communicate with candidates, join groups related to their field of activity or even create new groups on social networks. , share the company's unique activities, reply to posts on LinkedIn, Facebook... to make the brand closer.
2. Quick response for candidates
Due to the competitive nature of today's technology, when candidates have more opportunities to access desired jobs, recruitment must also race with the agility of the times. Therefore, the faster the response to the candidate will increase the chances of recruiting the right talent in the shortest time.
Most admission decisions take 3 to 6 weeks to be made, while good candidates often accept the first invitation to come to them. Therefore, if you do not want talent to fall into the hands of competitors, employers need to speed up this process even more.
Moreover, candidates will be satisfied and have a good impression with companies that have responded to them after the interview process, and may even recommend that company to friends when they see a job opening. First impressions are very important to candidates, they rarely want to return to an interview at the company without receiving a response in the previous time.
3. Build a reasonable recruitment strategy
The first priority of recruiters will be to develop a sound recruitment strategy. Hiring should be taken seriously, but there is a fine line between strategy and rigidity.
Employers often have an ideal candidate in mind, and the search for talent is also based on those criteria. However, that model is not accurate when in fact the standards will be very different and depends on each culture. Candidate expectations should be highly realistic and hiring should be based on the potential they can bring to the organization.
Employers should also not dismiss candidates who do not meet all the required skills. Instead, businesses should focus on the skills candidates possess to determine if they can receive additional training on the job. For example, if they are eager to learn and able to adapt well to the corporate culture, they still deserve the opportunity.
4. Training internal employees of the company
When a new position arises, instead of immediately posting more employees, employers should consider the old employees inside the company first. Not only does it save money and time on recruitment, it also helps businesses take advantage of the cultural fit of old employees, while minimizing the possibility of new employees continuing to leave when they see that they are not working. I am not suitable for the job.
When there is a need to find more personnel, by informing employees in the company before publicly announcing the requirements and how to apply, this will increase employee loyalty because they find themselves receiving the trust of management.
Hopefully, the ways we suggest will help employers have a deeper insight into how to recruit talent effectively and economically.
