Building a world-class approach to attracting talent, combining with day-to-day hiring trends, seems like an impossible task for many HR professionals. After all, the pressure to fill vacancies for the company will leave human resources leaders unable to try new things. In smaller companies, where the hiring task is often given to one person, how do they have the time to find the best way while reeling from dozens of interviews every day for so many positions? In this topic, Faro Recruitment will share with enterprises some secrets of recruitment from a professional recruit staffing company in the world:
1. Tell great stories about your company
10 years ago, owning an attractive job website was a prerequisite, but it's time to rewrite your rules. To attract talents, you don't just need a web platform but you can post brand stories on social media channels or share them directly. For example, you can post comments from current employees, explain why they love and want to stay with the company. Doing so will help the reclusive talents out there to get a glimpse of your company and encourage them to apply.
2. Competitive and transparent salary
Make sure your company's well-being or salary is competitive enough in the industry and appropriate to the size of the company. Emphasize on the points that make your organization different from the thousands of companies out there. At the same time, if there is any provision that your company seems to be weak, tell the candidate why. Then, if possible, work with your manager to improve it.
3. Consider using part-time collaborators and take advantage of their flexibility
If it's too hard to find a full-time position or budget doesn't allow, consider using part-time collaborators in the current free economic era. And remember not to force if they decide to leave or want to try another job.
4. Building a strong talent network
Not only wait until the job is needed, then start frantically looking for candidates. It will be better if we actively develop a network of relationships with potential people before. One approach is to create online communities through social media. These are networks through which candidates can learn about your company and see what current employees are like.
Using social media and networking can build an "ecosystem" of potential candidates who may not be in need of a job today, meanwhile you can exploit that when new position opened in the future.
5. Learn and perform predictive analysis
The role of human resource index evaluation has increased significantly over the past decade. Even if you don't need to hire a full-time data analyst, you (or your provider) can effectively measure all aspects of your recruitment efforts.
Employers must be able to evaluate the effectiveness of a job advertisement at each location, comparing demographics or salary compared to competitors. Measure them and make a decision to change the position or job postings in a timely manner. By managing recruitment in that way, you can optimize results and save overall hiring costs.
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