7 Best practices in hiring process - Emptor

Creating an effective hiring strategy can be a challenging task. A positive hiring process can strengthen your employer branding to attract the best talent available, especially in the context of the Great Resignation.

Companies today struggle to attract and retain talent due to inflexible policies.

Best Practices in Hiring

Establish Your Employer Branding Upfront in the Hiring Process

Before your company starts looking for talented collaborators, you should determine your Employer Value Proposition (EVP), also known as employer branding. An EVP is what your company promises to collaborators in exchange for their talent, skills, and experience. It’s a value exchange in which both parties benefit.

Key Components of the Value Exchange Include:

• Culture
• A Clear Plan for Career Development
• Growth Opportunities
• Benefits

Why Do Companies Need an EVP?

A strong Employer Value Proposition (EVP) and its communication sharpen the identity and culture of your company, helping to attract better talent and facilitate improved recruitment overall. The war for talent is increasingly fierce, and top-skilled candidates have plenty of options to choose from. To attract top talent, you need to communicate a great culture, excellent benefits, perks, flexibility, and a clear application process for your company.

The EVP needs to be led by the HR and talent acquisition department, align with senior management, and reflect your company’s vision and working philosophy.

Recommended Reading: 5 Reasons to Automate Background Check Process

How to Write an EVP According to Best Practices in Hiring

Structure of an Employer Value Proposition

• Your Company Offer
• What the Competition Is Offering
• Employee Experience (Your Offer)

You need to balance these three factors to build a well-aligned and effective EVP.

Considerations for Your Company Culture

When discussing your culture, keep in mind what keeps employees happy and engaged. Commitment arises from identification with company values.

Key Topics to Consider When Writing Your Employee Value Proposition

1. Compensation

   • Involves competitive salaries and bonuses; also means being flexible. A great salary cannot compensate for a poor work environment in the long term. Compensation should be your starting point, providing competitive salaries as a guideline for the rest of your value proposition.

2. Work Environment

   • Ensure high-quality equipment and furniture. For remote companies, create collaborative spaces that encourage creativity and teamwork. Younger generations value work-life balance, healthy workplaces, and flexible conditions.

   A safe and healthy collaboration environment is essential. Employees need to feel heard, recognized, and appreciated through clearly defined roles and expectations. Many strive for autonomy and innovation to make meaningful contributions.

3. Benefits

   • Consider offerings such as medical coverage, personal and paid time off, educational opportunities, and flexible working hours.

4. Culture

   • Core values that your company represents play an important role. Corporate culture includes stances toward social, human, or political issues. For candidates seeking long-term employment, sharing core values is crucial, as is collaborating with a company they can be proud of. Cultural fit is essential when hiring the right candidates.

5. Rewards

   • Implementing rewards for achievements, such as an employee referral program, can be effective. Rewards can include vouchers, paid time off, or even holiday accommodations.

6. Vision

   • Your collaborators need to understand your mission, vision, values, and goals to ensure alignment.

7. Clear Career Path Progression

   • Providing a clear path for career growth within the company is crucial for motivation. Does your company nurture its employees and their talents? Does it offer free professional training and development? Are there opportunities to advance into leadership roles within a reasonable timeframe? Positive examples of long-standing employees who have enjoyed successful careers are beneficial.

Companies whose HR marketing and employer value proposition clearly demonstrate opportunities will attract high-potential candidates. Building a clear employee value proposition requires time and collaboration across various departments and stakeholders, but it is worthwhile to revisit it often to adjust and continue attracting and retaining top talent.

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