So, if you want to attract talent, you need to show that your company is a great place to work. In this case, building an employer brand is an essential item that should undoubtedly be part of your list.
Also called employer branding, employer branding consists of building an attractive image to professionals in the labor market and top talents in the company, promoting a more significant measure of attraction and retention.
You can also imagine the employer brand as a kind of “magnet” of qualified professionals, used by the most successful companies in the world.
To build your employer brand, use marketing. For example, start posting workplace photos on social media and testimonials from employees promoting your brand. Thus, you will have more chances to engage talent.
Know precisely which professional you want to hire
So, another important tip is to have a clear description of the professional you want to hire. He represents your target audience, so you should build your entire recruiting and selection (R&S) strategy around him.
It should note that the selection strategy can change a lot. You don’t hire an executive like you hire an intern or even a salesperson like an advertiser. Mechanisms, dynamics, and tactics can vary greatly.
To define the professional you want, think of good old CHA, an acronym for:
- knowledge — refers to the “knowing” of the professional;
- skills — is the “knowing how to do”;
- attitudes — concerns your daily behavior.
Make a detailed description of the talent’s knowledge, skills, and attitudes you want to hire. Then, think about the items you need to hire, such as average salary, additional benefits, and channels for publicizing the vacancy.
Find out how (and through which channel) to sell the company’s fish
If you want to hire talent, focus on two things: create an attractive job ad and run it through the most appropriate channel. Thus, you can sell your “fish.”
To make an ad attractive, you need to understand the profile of the candidate you want to hire. Generally speaking; however, the ad needs to be complete, never dull. Try to reach a compromise.
Another thing: take the opportunity to talk about the advantages of being part of the company. Explain what the average salary is, what basket of benefits will be delivered if there is an opportunity to build a career and present the culture of your enterprise.
Then, broadcast that ad to as many talents as possible, always focusing on reaching those with a previously described profile. So, there are many channels you can use, such as social media, job portals, and professional talent scouts.
Select competent professionals for the next steps
If you’ve successfully built an employer brand, defined your target audience, and reached out to the talent you want, chances are you’ll receive multiple applications. Therefore, it is necessary to start the selection step.
Think of this phase as an ending. If many candidates come at the top, at the bottom, only those competent to be part of the company come out.
There are many known techniques for making a good selection. It would help if you relied on group dynamics, proficiency tests, face-to-face interviews, and so on. You must apply these steps consistently and thoughtfully.
In addition to technical skills (training, second language, etc.), focus on finding talent with behavioral aspects aligned with the company.
Alignment between the candidate’s behavior and the company’s values will produce a cultural fit. It’s a kind of fit between candidate and company. This results in more productivity and consistency in working hours.
Structure a great selection of interview
Throughout the entire selection of talents, the interview is one of the most critical steps. It allows the candidate and employer to come “face to face” to resolve their significant doubts and eliminate the uncertainties that persist.
So, precisely, for this reason, it is necessary to perfect. But, first, create a semi-structured interview template, in which you have an initial script of fixed questions and additional time to clear any remaining questions.
There are many tips for having a good interview:
- read the interviewee’s resume minutes beforehand;
- create a pleasant environment for the discussion;
- don’t leave candidates waiting too long for the meeting;
- make minor remarks on paper, but don’t exaggerate;
- explain more about the vacancy, salary, and benefits;
Ask if the candidate has additional questions
It is always interesting to ensure the participation of the immediate leader in the interview. So, if you are going to hire a salesperson, take the opportunity to involve the sales manager or supervisor. Thus, you will have more chances to select a professional who adheres to your future leader and team.
Monitor your key performance indicators
Finally, take the opportunity to monitor performance indicators. Like all other business processes, R&S leaves a numerical ballast that must be evaluated to make findings of the quality of the process.
There are many valuable indicators, including:
- number of candidates per vacancy;
- the average cost of hiring;
- total vacancies within the deadline;
- level of satisfaction of candidates;
- turnover of new hires;
Average time to hire
So, with this data in hand, you will be able to make invaluable contacts about the selection process and improve it and set challenging goals for the future. Thus, as the process progresses, the probability of finding good professionals increases.