What are the best ways to find the top talent in your industry? It might vary, but one thing is for sure…talent recruitment methods have changed dramatically as companies and technology have evolved. Some of the old methods may still work, but the newer hiring methods are designed to find, recruit, on board and maintain talent in a faster and more efficient manner.
Trust and transparency are two major factors that come into play in any hiring process. The use of assessments, coupled with interviews can help to ensure a good match. Social media is a usable tool, and analytics help to provide metrics and predictive outcomes for recruitment success.
With so many tools available, from old to new, what are the best ways that companies are finding, attracting and hiring talent?
“We are seeing more companies use Micro-Internships to hire, especially for recent college graduates. They allow companies to identify candidates more effectively (especially those from different schools, backgrounds, etc.) and ensure a mutual fit prior to committing to an internship and / or full-time role. In addition, by working with career launchers on these short-term assignments, existing employees can get some immediate support from highly motivated individuals.” Jeffrey Moss, CEO and Founder, Parker Dewey
“To hire the best talent, we emphasize a validated psychometric assessment given prior to a candidate’s consideration. This accomplishes 2 things. First it establishes trust and transparency in the candidate’s willingness to participate (we have to be able to rely on one-another at the drop of a hat) and we all share our own profiles as part of the interview process. Second, it ensures the candidate’s profile fits that of our ideal profile of the intended role. If the profile is too far out of line with what’s optimal, no need to pursue any further. But not that a perfect profile means a perfect fit. The face-to-face, background check, etc. – all the typical interview pieces, are still important to fact-checking one’s experience and getting a feel for the potential chemistry of the extended team.
For the extended team: we bring together all the member’s profiles to double-check the fit and identify strengths (or gaps) in functionality. Again, not a negative if the fit isn’t perfect, just an opportunity for management to be mindful of the gaps, and coach up the strengths. It’s not always about the perfect team, it’s about working best with the team you have.” Tripp Rockwell, Chief Marketing Officer, DNA Behavior
“Compared to other business functions, not much has changed in recruiting. For sure, social media and online job boards have replaced print classified ads. Everything is mobile. Applicant tracking software is essential. The best sources are still referrals. Yada, yada, yada. The major disruption is yet to come but it’s coming soon. Virtual reality, artificial intelligence, and sensors will significantly change how companies identify and screen talent.
But the biggest shift will come from the utilization of people analytics – mining and analyzing the data collected online from social profiles, conventional interviews, assessments, and performance ratings. Currently HR collects as much if not more data about employees than any other business function but they do little with it. Its collected and stored for legal and compliance but not use to improve performance or align it the function with business outcomes. With the metrics and predictive outcomes coming from the analytics, companies will not be able to leverage the technological advancements available to improve recruitment outcomes.” Ira S. Wolfe, President, Success Performance Solutions
“Hiring the best talent at Fit Small Business is important for a growing startup. Considering non-traditional applicants is key to our strategy since we know that intelligence and gusto can be found in surprising places. For example, if a candidate’s background and application is impressive, even if s/he is a job jumper- I interview them. 8/10 times the candidate has a good reason like a family illness, a contract role that they just didn’t label as such, or layoffs, that can explain their appearance of job jumping.” Christy Hopkins, Human Resources Staff Writer, Fit Small Business
“Recruiting can be a tall task, but one that will reap long-term rewards if done properly. The younger generation of talent comes with high energy, intensity, and creativity that can be funneled into productive avenues. But in order to hire the best talent, one must understand what motivating factors are important to job seekers. In my opinion, 2 things are necessary
to attract top talent to small businesses:
1. Financial Incentives
Nearly 70% of graduating seniors leave with some form of student loan debt, making low income jobs even more unattractive. Try offering competitive salaries and incentive structures that are based on performance. Most millennials tend to be confident in their skills and abilities and will relish the idea of monetary compensation tied to their goals.
2. Company Website
Especially key for attracting talent from the younger generation, your company website plays a crucial role. Any prepared job candidate will research your company prior to an interview, looking through your website for any insight that can help. Making sure they have proper information to view can drastically improve the resumes you receive and quality of interviews you conduct. During several interviews, I have witnessed candidates reference blog posts or articles from our website. If you don’t already, consider adding team photos, headshots, an ‘About The Team’ section, employee-authored blog posts, or other company culture related information. This aides recruiting by showing talented job seekers desirable traits: transparency, advancement, and culture.” Bryan Koontz, CEO, Guidefitter
“With so many available recruitment channels, we tend to focus on the ones where our ideal employees hang out. For us, the most successful channels have been Quora, Slack Communities, Internships and Reddit. Don’t be afraid to try something new and refreshing. It will give you an edge over your competitors.” Andre Gauci, CEO & Co-Founder, Fusioo
“We have found that hiring a remote workforce allows us to recruit on an international basis, which expands the talent pool exponentially. Not only does this strategy expand our talent pool, it makes working for our company more attractive to Millennials who value flexibility and work/life balance. While a remote workforce may seem like a gamble, it has resulted in decreased turnover, increased productivity and measurable business results.” Sally Kane, Content Director, PaperStreet
“We are always on the hunt for top candidates to represent our clients’ brands. We leverage our strong social media presence to attract applicants for new openings. We also offer incentives to motivate our current employees to provide us with referrals for new candidates. Depending on the position, we often initiate targeted recruiting on social media sites to connect with individuals who have the skill set we are looking for.” Serena Holmes, President & CEO, Tigris Events