As
we hit the halfway mark of 2016, these five staffing trends appear to be holding
strong. So, if you’re not already focusing on them, it’s time to start.
·
Branding matters – A brand is more than a logo and an
external appearance. Ultimately, it’s the identity of everything the company
embodies. When you think about the purpose of your business, along with the
core values and beliefs that drive it, you are getting at the heart of your
brand. Candidates want to see that heart to determine if a company’s values and
objectives are in line with their own. This is actually a good thing because it
helps lay the groundwork for ensuring the candidate and company are a good
match for each other. Once you’ve clearly defined your brand, you need to
promote your business through social media and actively network and build
relationships. Whether you do it
electronically or in person, be authentic and clear about what you believe in,
and you’ll attract likeminded candidates and colleagues with whom you can build
lasting alliances.
·
Revisiting the use of social media for
recruiting – There’s no
question that social media and online professional networks are necessities
when it comes to a good recruiting strategy. But many employers and recruiters
have taken a step back to reevaluate the way they’re using them. While placing
hiring ads on popular social sites is still useful, staying on top of new
developments and options within these sites can help you more effectively
leverage social media. Focusing on niche community sites within an industry can
get you in front of more relevant candidates. And, with each new in-app
function the popular social sites come up with, there are more ways to engage
with your audience. With a more sophisticated approach to social media, you can
do things like create exceptionally targeted ads that will only appear when a
user meets your specified criteria.
·
Struggling to find quality candidates – Unfortunately, plenty of recruiters
and hiring managers are still seeing a skills gap and are having trouble
finding good people. While the Internet has given us the ability to reach a
larger number of potential candidates than ever before, there is a need to
balance quantity and quality. With a good applicant tracking system you can
determine which recruiting campaigns and efforts yield the best candidates. Recruitment
analytics software can provide incredible insights for developing specialized
recruiting campaigns that will get you not just quantity, but, most
importantly, quality candidates.
·
Focus on passive candidates – Given the skills gap and the
difficulty in finding qualified people to fill jobs, reaching passive
candidates is more important than ever. Fortunately, it’s also easier than
ever. In addition to traditional networking, which you should still be doing,
social media networking provides a natural path for getting in front of people
who aren’t actively looking for a new job but might be open to the possibility.
Starting conversations based on shared interests, mentioning connections and
building relationships is the key to filling your talent pool with strong
candidates for current and future positions.
·
Investment in new technology – Without a doubt, if you haven’t replaced
outdated recruiting practices and technologies with automated systems, you will
struggle to stay in the game. The mountain of
information now available to recruiters and hiring managers is a powerful asset
in the hiring process, but it can also be overwhelming if you have to sort
through all the data manually. That’s where applicant tracking or customer
relations management systems come in. Being able to integrate all your
information across a variety of platforms, and then easily search, organize and
evaluate candidates isn’t a “nice to have” option, it’s a must have to compete
in today’s market. Let technology organize data and crunch numbers while you bring
the humanity to build relationships and make the best decisions.
To learn more
about the best hiring and recruiting practices, call us at 415-835-0202 or email us at sales@talentcircles.com.
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