Recruitment and selection strategy to attract the best talent - Emptor

The global workforce offers many benefits to employers, such as access to a larger talent pool and the option to hire remote workers at competitive prices. However, it also poses some serious challenges in their recruitment and selection strategy. Entrepreneurs repeatedly state that talent is their main concern and that they need a new way to make the new global workforce possible.

The way they have been doing it, asking Human Resources to post a job posting on job boards and then sitting back and waiting for the right candidates to arrive, does not seem to attract the right talent.

Furthermore, the millennial workforce is increasingly sought after, but retaining it is complicated. Millennials are notoriously quick to change jobs. A CareerBuilder survey showed that 45% of employees plan to stay with their employer for less than two years. Due to the additional competition, it can be difficult to select the best talents for your team and then convince them to stay.

The workforce that employers are targeting has changed. It makes sense that the recruitment and selection strategy should also improve. How can you ensure that your plan to find the best talent that belongs to this new generation of global workers is effective?

1. Turn Candidate Selection into a Team Activity

Take a step back and ask yourself: who is better at evaluating the talent of a new developer or marketer? Is it a human resources expert or someone from your development/marketing team?

The best recruitment and selection strategy is to involve teams in the hiring process. Although the final hiring decision rests with a human resources professional (so they can deal with contracts and salary negotiations), individual teams can help you narrow down the options to the top three.

Each member of your team had their own personal process before joining the company. During their journey, they would have come across talented people who could add value to the team. These people could be former colleagues, former collaborators in a previous job, or known contacts in shared workspaces.

Create an environment that involves employees in making hiring recommendations and accept referrals from current employees. This will increase unity and help the team grow organically.

According to reports, Facebook offers a $5,000 USD referral bonus. However, it’s not just tech giants that are sweetening the deal for employees; some companies offer large financial rewards for each referral that leads to a successful hire. Other companies are known to offer perks like weekend getaways in the city or even iPads to facilitate fruitful connections.

Recruitment fees range from 15% to 25% of a potential candidate’s total first-year earnings, reaching up to 50% for senior positions and other hard-to-fill roles. When put into context, an iPad doesn’t seem like an extravagant cost.

2. Search in the Right Places

The traditional “post and pray” method won’t help you build your A-team. Acquiring the best talent requires finding the best medium. For some, it may be social networks like LinkedIn, Indeed, or Monster; for others, it may be through job boards or recruiters.

If you’re using social media, make sure to optimize your strategy based on who you want to reach and what type of content interests your target audience. Highlight the demographics and skills you’re looking for, and brainstorm with your team about the best places to reach this group.

If you need junior administrative or sales staff, why not focus on internship programs with universities or target recent college graduates with LinkedIn ads targeted by universities, age ranges, and experience?

A recent LinkedIn survey revealed that 70% of users who follow a company or brand on their platform are interested in working for that company. Leverage the power of social media like Facebook, LinkedIn, Twitter, and Instagram to spread the word when you’re looking for new talent.

If you’re looking for candidates with specific skill sets, search LinkedIn profiles of the most talented people. With a quick internet search, you can find great developers by reviewing their sample code on GitHub and excellent writers by observing the content samples they’ve published on their personal or company blogs. However, if you prefer a more hands-on approach, you can use popular tools to add people to your network, from free options on LinkedIn to PRO versions that cost a few hundred dollars per month.

3. Share a Vision About the Recruitment and Selection Strategy

Unless you’re in a position to participate and compete with highly competitive salaries constantly trying to outdo your competitors, your best course of action is to sell the values and mission of your company.

Share your company’s dream every time you reach out to a potential candidate and hope that it piques their interest. Your employer brand will be a crucial tool to help communicate your vision to prospective candidates who fit well with the organizational culture.

The benefits of a remote or distributed office, free food and drinks, gyms, medical, dental, and childcare insurance are great, but they are not feasible for many growing companies. Instead of attracting personnel who are looking for those benefits, you must captivate them with the potential benefits they could gain for their future career.

According to a recent study, the most critical factor for millennials to change jobs is the opportunity to learn and grow. Millennials are career-driven and aware that a job is no longer for life. Offer them the opportunity to challenge themselves, learn new skills, take on new responsibilities, and contribute their own ideas. When they realize they can do this at your company, they may be more inclined to stay longer and make a difference by creating an impact.

4. Empower Your Team in the Recruitment and Selection Strategy

Advancements in technology and the global workforce have sounded the death knell for “post and pray” and other old-school human resources recruitment techniques. Younger generations are ambitious and mobile, but a lot of work is needed to make your company stand out and attract the best talents to spend a few years of their career working on your project.

Instead of trying to outdo your competitors, leverage the collective power of your team and get creative. Unsure of how to structure your team to get their best input?

Use your ATS (Applicant Tracking System) to assign each team member a hiring role and set a required skill set for each job vacancy. This way, your team will know who and what to be on the lookout for in their network. If you don’t hire the best talent in your niche, your competitors will.

Follow Best Practices in 2023

Emptor helps you perform background checks and identity verifications in the candidate hiring process, providing reference investigations and ensuring potential candidates have an impeccable record, as well as automated identity verifications with manual reviews by our legal experts.

We invite you to schedule a demo to learn how, in just a few minutes, you can perform hundreds of verifications with just a few clicks.