For every business owner, recruiting is both an exciting and a difficult time. Indeed, it means the potential of working with new talented team members who will bring new ideas and perspective to your company. Unfortunately, recruiting can be a long and costly process, especially for specialist roles that are difficult to fill. Additionally, when you decide to hire an employee, you are actively betting your investment that the person will stay with your company. With high turnover rates for the latest generation on the workplace, the Millennials, recruiting new talent can generate negative ROI. You end up investing more in the recruitment and training of an individual that they can deliver before they leave your company. So how can you cut down costs and ensure that you are not only finding the best talent for the job but also keeping it for future business growth?
The Rules Of Attraction
Recruiting talent starts when you create the job advert. Indeed, your job ad will need to provide the relevant information for candidates to understand the roles, and also an attractive company description to convince them that it is the role of their life.
There is one thing to remember: Candidates are used to reading job perks. As a result, they are less impressed by perks such as fried breakfast on Friday – with Millennials being the largest and healthiest workforce population, it’s likely that they won’t find any interest in a fried sausage – or latest tech.
Indeed, candidates expect your company to provide them with the suitable technology for the job. Therefore, they assume that tech isn’t a perk but a necessity. In short, it is about producing a clear and detailed job advert with perks that are socially relevant, such as remote or flexible job options or extra family holiday.
Who’s The Chosen One?
The biggest challenge for business owners is to pick the right candidate. For some roles, you will be able to meet graduates who may be lacking professional experience. However, graduates are great for roles where they can bring the latest skills and knowledge, such as digital roles for example.
Nevertheless selecting candidates is a difficult choice. For the majority of non-entry positions, you will receive a variety of CVs.
As there are different resume types – from a list of skills to a chronological list of positions – it is important to be clear about the profile you need for the job. Candidates can refer to a single skill in a variety of ways. Therefore it is essential to know how to read between the lines.
Keeping Your Talent In-House
Your HR efforts don’t end when you’ve hired the best-suited candidate. You need to be able to keep your employees motivated and engaged with the business vision. It is an everyday job that consists of developing an open relationship with your employees and helping them to grow. The main reason for employees to leave a company is a lack of engagement.
Whether they felt unnoticed, bored, or isolated, each employee who leaves gives a strong signal that there is something wrong with your business management and communication. So take an interest in their work and their happiness to make it work.
