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It’s only natural to desire the best for your company, and hiring top talent is the first step toward achieving that goal. However, hiring managers receive tons of applications when it comes to recruiting. Naturally, filtering these applications is time-consuming. And despite this tedious process, there is no guarantee of landing the best candidates.
This post shares ten practical yet effective tips for hiring top talent to help your company reach new heights.
Let’s dive in.
- Look within when hiring for new positions.
You may have employees that are ideal candidates for the new position without even realizing it. Reach out to those employees. Clearly communicate your needs about the open positions. If the employees find the job interesting and see it as an exciting growth opportunity, they will contact you.
Use the following tactics to ensure smooth dialogue between you and your current employees:
– Keep lines of communication open.
– Thoroughly publicize open positions in internal teams.
– Ask your managers whether any of their team members wish to apply for the vacant positions.
Your present employees will have professional and personal networks, and they may know someone who would be a good fit for the open position. You can also offer incentives to current employees who refer new hires. A referral scheme is a win-win situation for everyone involved. You keep your employees, you hire someone new, and your firm benefits from a larger talent pool.
2. Build a great culture and onboarding process for hiring top talent
No new employees will want to work with you if your company doesn’t have a positive culture. Some organizations promote diversity, while others emphasize employee well-being and a better work-life balance. Some prioritize remote work, while others prefer the office environment.
Ensure that your company culture is healthy and engaging no matter the choice. Most importantly, ensure that your company culture reflects your company’s values and identity.
Similarly, if your onboarding process isn’t smooth, new hires won’t get off to a good start. Include activities that allow new employees to complete a new-hire orientation process and learn about the company’s structure, culture, vision, goal, and values. The typical onboarding process consists of four steps, which are as follows:
- — Organizing a physical or virtual tour of the facilities for the employees.
— Mailing all project, team, and policy-related documents.
— Sending a care box. This kit can include items a mug, t-shirt, cookies, etc.
— Introducing new employees to coworkers.
So, if you want to start hiring top talent, you should master both — culture and onboarding.
3. Offer more benefits for hiring top talent
- Offer benefits to attract talent and retain employees.
- Keep in mind that no single strategy will appeal to every prospective employee. For example, some candidates may desire higher salaries, while others may prefer extensive medical coverage. Some may appreciate workplace advantages such as complimentary snacks, while the rest could opt for extended vacation time.
- Remember, offering the right blend of perks that reflect your company’s ethos and attracting employees who share a similar mindset is vital for the hiring process. And, as with getting the culture correct, if you have generous benefits, you’ll be able to start hiring top talent and retaining more of your current ones effectively.
4. Create interesting job descriptions
It’s difficult for hiring managers to fill every open position with internal employees. They might need to look outside as well.
Releasing the job description is the first step toward finding top talent outside the organization. The job description must be factual and detailed. You must properly describe the function associated with the position. But that is not all.
To have the highest chance of success:
- – Write your job description in simple English. Avoid buzzwords and business jargon.
– Talk about your company’s goals with potential employees so they know what they’re getting into.
Include the salary range and benefits available for the position to help potential candidates decide whether or not to apply. - Ensure your job postings contain a clear, descriptive job title and relevant keywords to rank higher in search engines.
5. Post jobs in the right places for hiring top talent
It’s pointless to have a fantastic job description if you don’t advertise it correctly. Sure, your company website should have a careers page that lists open positions, but hiring top talent takes more than that.
If you want your job listings to reach as many people as possible, publish them on all major job boards, such as LinkedIn, Monster, Indeed, and Glassdoor. This step significantly boosts the visibility of your job postings. However, savvy hiring managers will also look beyond the major job boards. For example, if they’re hiring top talent with 3+ years of experience, they can try Turing.
6. Create an outstanding online presence
Your company surely needs a good culture and benefits package for hiring top talent. But along with these points, you also need a top-tier online presence.
Consider the following points carefully to build a solid online presence:
- – Post regularly on all major social media platforms, including LinkedIn, Facebook, Twitter, YouTube, and Instagram.
– If you want to be thorough, consider Pinterest, Snapchat, TikTok, and even Reddit.
– Build a dedicated blogs section on your company website. - Additionally, hiring managers should collaborate with the digital marketing team to keep an updated company profile and list open positions.
7. Develop meaningful relationships for hiring top talent
Along with the abovementioned points, hiring managers can also network with staff members and get in touch with educational institutions and related non-profit groups to land good talent. Managers can also consider approaching online communities to attract candidates.
In addition, university internship programs are an excellent way to locate interns and convert them into full-time employees at your company. You can also team up with non-profits for a good cause while building relationships with your future potential candidates.
8. Be creative with your hiring process.
Resumes are an essential part of the hiring process. However, you may miss out on exceptional applicants if you place too much emphasis on resumes. Your next superstar employee may not check all the boxes on the job description or have a lengthy resume, but that doesn’t mean they aren’t worth hiring.
When you take a step back from reviewing resumes, you’ll often discover that a candidate’s personality, abilities, and talents make them a great employee — not their résumé or the jobs they’ve held previously. Be creative with your tests. Instead of asking direct questions, involve case studies and assignments in the hiring process. This step will help you identify the candidates’ analytical and critical thinking skills.
Hiring managers in top companies use a good mix of formal and creative testing methods for hiring top talent. For example, NBA hires people using TikTok, or Hewlett Packard (HP) uses LinkedIn to promote their culture and announce job openings.
9. Ask the right questions for hiring top talent.
Interviews are a defining part of the hiring process. So, recruiters must go above and beyond to inquire about a candidate’s work experience and skills before deciding.
Pose thought-provoking questions to candidates about their skills and shortcomings, occasions where they’ve excelled or failed, and hobbies and career concerns. These questions will reveal more about a candidate — and whether or not they are a good fit for your company compared to common interview questions.
10. Go to the professionals.
If you want to outsource professionals, you have a lot of options. You can employ HR consultancies, headhunting partners, Recruitment Process Outsourcing (RPO) partners, or Professional Employer Organizations (PEO). Among all these options, Professional Employer Organizations are a popular and obvious choice when filling vacant positions because they have more experience locating, vetting, and managing qualified candidates.
PEOs employ in-house teams of experts to handle every step of the hiring process. Later, they also manage the candidates, providing a hassle-free experience to employers.
Hiring top talent does not have to be difficult.
Think outside the box and empathize with your applicants. Learn about the applicant’s work values and ensure that they are a good fit for your company and role before hiring. Remember, talented applicants are always in high demand, so you’ll need to be strategic in your approach to recruiting them.
We hope that these hiring tips help you in filling your pipeline with competent candidates and making the best hire for your team.
If you are looking to hire skilled remote software developers, visit Turing.com. Turing helps companies source, vet, match, and manage the world’s best software developers remotely. Visit the Jobs page to know more!