All the talk of hiring talent isn’t worth a dime if the company is pursuing an outdated recruiting strategy. Why aren’t talented people where your traps are? And what needs to be done to change the situation? Winning the right talent requires any organization to have a strong talent acquisition strategy and strong brand ambassadors. The value of talent is today higher than ever before. And this is the time to rethink your talent acquisition strategy and bring the best to your company. Here are some tips to help you build your inclusive team strategy create an employer brand.
Develop your HR brand
If you haven’t paid enough attention to your company’s HR brand before, it’s time to consider it seriously. Develop a package of benefits and compensation for employees, think over what message your HR brand conveys to people. In the future, this will help answer the questions that many candidates have, for example: “Why do people like working for you?” or “What is special about your corporate culture?” A clear HR brand message will attract talent. It’s not enough to create an employer brand. Let everyone in the organization embody your brand, that is, be a vehicle for its values. Help employees feel connected to the company’s brand and tell them why it exists and its role in its mission.
Be considerate with talents
Treat all talent with respect, and they will show interest in your company. Keep your promises if you make them. Remember, honesty is essential here. Do not hide the reason for the refusal: explain to the applicant what prevents you from choosing him. No one likes being in limbo, and job applicants are no exception. Applicants who remember the interview well will recommend the company to their acquaintances, even if they did not pass the selection. No doubt, to attract a talented employee, it is not enough to make a good impression at the interview – you need to make sure that it does not deteriorate in the workplace. Seeing that you keep your word, employees will be loyal to the company. The employees involved, in turn, will attract new talent to the company who will also be trustworthy.
Expand your business connections through social media
Use the power of social media to meet and communicate with potential employees to create your talent base. Here you can keep in touch with candidates – do not be afraid of dialogue, arouse interest in your work by giving them more information about your company. Instagram, YouTube are the most suitable for branding; for posting short messages is Twitter; for a direct search of job seekers are Facebook and LinkedIn.
It is the analysis of specific data that helps to make the right decisions. Hiring managers often keep statistics on the effectiveness of using various resources to attract people to the team (these are employment sites, company advertising at exhibitions, company website, etc.). In this way, you can identify the sources that donated the company’s most significant number of employees. The work will become much more efficient, and most importantly, the company will be able to save a lot of time and money on attracting candidates from sources with low returns. Research shows that 77% of people are looking for work online. That is why it is necessary to make a job site and access user-friendly jobs.
Hire an expert
It’s time to rethink your approach to promoting your company in the labor market. If you want to improve your talent acquisition strategy, you can talk to a Recruitment Marketing Specialist right now. On the other hand, you can collaborate with a global PEO company that offers professional payroll services to help you find a diverse group of employees. This is an excellent start for your branding. These savings in time and speed of access to information become critical competitive advantages when you need to attract talents to your company.
When talented candidates compare companies, they choose the best values, culture, and work-life balance. The brand manifests itself in the way current and potential employees see the company in the market. It includes values, mission, culture, and work atmosphere, which the employer talks about through all possible channels, reinforcing the words with employees’ experience.