THE KEY IS IN THE APPROACH AND THE DETAILS, NOT IN THE CONTENT

The overall message of the company is important for attracting the best professionals and top talants.

• 1. Expand yor network with talented people to save time and effort when a vacancy is open.

• 2. Make a long-term investment for your business by working with young people in internship programs.

Then developing them and keepng good relationships with them.

• 3. The recruitment and selection process should be fast and efficient.

This process takes a lot of time and efforts, and a vacancy is equel to lost productivity. On the other hand, good candidates get enough job offers and your delayed reaction could be fatal.

• 4. Pay attention to the job description.

It is extremely important for creating the right expectations both on your part and on the part of the new employee. In addition, the job description directs you to the appropriate interview questions, and later facilitates the assessment of job performance.

• 5. In many cases, it is necessary to give weight to personal qualities and motivation over the experience.

But people come to the organization as already built persons. Determine the desired personal qualities taking into account the mission and goals of your company.

• 6. Do not leave new hired employee to wander trough the chaos of information.

Take care of  smooth onboarding into the organizational culture, the nature of work and the social circle. You can organize onboarding training and / or attach to the new employee to a more experienced employee (mentor) to introduce him to the work and monitor his development. This will facilitate the adaptation process, help new hires work more efficiently and create greater engagement with the company.

• 7. In many cases, online ads are more successful than those published in the print media.

As the Internet has entered everyone’s life and many are attracted by the speed and convenience it provides. Online ads will certainly reach younger candidates.

• 8. It is extremely important to have different types of people in your team to provide different perspectives on business issues and enriching social relationships.

That is why it is useful to hire both younger and older employees, women and men, employees with different strengths.

• 9. Develop your people and give them opportunities to grow through career planning, internal promotion, various tasks, project work.

• 10. Define the profile of the best fit candidate to assess where it can be found and how it can be attracted.

Advertise in different online places to reach more and different people.

• 11. Spread ad in weeklies, urban newspapers, the company Web site, schools, universities, professional organizations.

The benefit of spreading the ad in professional organizations is that there are specialists who are not actively looking for job. If you are looking for professionals with specific skills, advertise on specialized sites and social media channels.

• 12. Start the ad as literary texts begin – with bright sentences that attract attention and provoke the reader to continue reading.

• 13. Various surveys among companies show that they are most satisfied with the candidates who have been recommended by their employees.

• 14. For some companies, it is not so necessary to advetise because they have a reputation of a very good and desirable employer and people send CVs without an advertised position.

You could build such a reputation by making the company visible on the market through employer branding – inform the public about important changes in the company, write articles, give interviews, participate in career fairs or as a guest speaker at various events.

• 15. Recommendations are a powerful tool for attracting the right talents.

Not only your employees can participate, but also your business partners – customers, suppliers. Build a clear system of recommendations that motivates people to share.

• 16. To attract young talents, organize social events.

For example, if you organize a contest, you will see them in the context of teamwork and taking challenges, which is a kind of selection tool. Moreover, such an initiative is a good PR.

• 17. The CV shows what the candidate wants you to know.

That is why it is very important to read between the lines – about the skills ( did the candidate work in a similar position; does he have the skills you are looking for; did he develop his skills through courses; what did he contribute to the organizations he worked in); character (does the candidate have the energy and confidence to do the job; what could convince us that he will be purposeful and do his best; has he changed his job often and if so, why; will he fit into the team; does he knows how to work in a team; will he recognize your authority or will he prefer to act on his own; will he likes your management style); the expectations for payment  (the experience he has; the salary he needs; can the company afford it).

• 18. While the resumes and cover letters show mostly what the candidate wants you to see, the interview is an opportunity to ask all the questions you want and get an idea of how he would present himself as part of your team and whether he would fit into the organizational culture.

You can conduct an initial phone interview within 10 minutes to assess whether the candidate meets the minimum criteria for the position and whether it makes sense to see him. You can also make an initial selection through a test.

• 19. According to Richard Bowles (author of “What Color Is Your Parachute”), interview questions can boil down to the following: “Why are you here?”, “What can you do for us?”, “What kind of person are you?”, ” Can we afford you? ”

It is important for Jack Welch to understand the reasons for leaving his previous job. Important questions you could ask during an interview are: “What were your responsibilities at your previous job?”, “What did you like the most and what did you not like about your job?”, “What is your social package?” . “Why do you want to change the company?”, “How would you contribute to this position?”, “What attracts you to our company?”, “Would you give the contacts to your colleagues / superiors / subordinates who would recommend you?”, “What do you want to achieve in the long run with this new position?”

Set the so-called. STAR questions – ask for an example of a specific situation and tasks that the candidate had to deal with, how he acted and what was the result.

• 20. When you offer the best fit, it is necessary to act quickly so as not to lose the candidate at the last moment.

Invite him to a personal meeting and show enthusiasm from his future joining the team. It is extremely important to discuss the specific offer (it is good to have it in writing) and to give him the opportunity to ask you all his questions. Be direct and correct, because if you do not build clear expectations from the very beginning, in the face of reality, the newcomer may be disappointed, demotivated and, as a result, to leave the job. When the offer is accepted, immediately give feedback to the other candidates and carefully analyze each stage of the recruitment and selection process to assess in which relationships improvements need to be made.

Contact us and we will develop for your company a program for the most effective, fast and optimal attraction of the best professionals, for their onboarding, training, maintaining and increasing their motivation and the value of your employer brand.