9 Trusted Strategies to Entice Finest of Talent from the Market

The job market is growing leaps and bounds not only in terms of talent but in competition as well. The companies need to take some strategic calls to make them stand above the rest and attract the best talent. A single wrong move not only cost the recruiters money but negatively impacts the employer brand. Here are trusted strategies which will help the recruiters and employers to entice the finest of taken from the job market.

The companies need to offer a competitive salary to make their jobs placed right as well as make their employees valued. If an employee is not happy with the salary being offered in spite of putting the greatest effort, he/she will make a job switch. Attractive salary along with great perks will motivate the employees to work hard and stay allegiant towards the company.

The website is the face and the first impression of the organization that needs to be impressive at every cost. Integrating the career page with the applicant tracking system eases out a lot of things. The resumes can easily be sifted and candidates can be well informed regarding the status of their application. Sharing some cool pictures of the workplace, upcoming projects, recognitions and awards will grab the attention of the applicants.

The recruiters should never use jargon in the job descriptions. The job descriptions should be clear, crisp and inspire FOMO (fear of missing out). Applicant tracking system (ATS) or recruiting software has some inbuilt job descriptions templates which can be easily customized. The recruiters need to create a perfect job description to entice the candidates.

Also, including compensation offered and eligibility criteria in the job descriptions further help the company in getting quality candidates.

Yes, this is one of the single biggest flaws of all kinds in recruiting. Amidst the tough competition, the companies should quickly respond to the candidate’s application else the competitors will take the advantage and hire the potential one.

It may happen that by the time the company responds, the candidate is no longer interested or have opted some better opportunity. The best away to avoid such a scenario is to go for an ATS. An ATS makes the resume filtering process pretty fast. This leaves only selected candidates with the recruiter whom he/she needs to interview and finalize.

Everyone wants to work with a brand- a company which they know and recognize. Most of the job applicants simply reject a job offer because they haven’t heard of the company before. So, the organizations need to have a great online as well as offline presence. This can be done by having good reviews on websites such as Google, Glassdoor etc. The companies can also conduct/ attend some networking events and webinars.

Before applying, most of the candidates try to gather information about the company through social media, job boards or website. It’s a pre-requisite for the company to have an impressive social presence that will help the recruiters to cut through the noise and reach a wider audience.

Apart from compensation, another factor which affects the recruitments strategies is the flexibility of working hours. Candidates prefer a company which offers them the freedom to choose their work hours and not just the conventional 9 to 5 job. Companies offering work from home opportunity are widely preferred by the applicants and receive an awesome response to job applications.

It’s time to totally sync with the changing recruiting trends. An applicant tracking system is the need of the hours. An ATS, when integrated with the companies HR suite, can eventually enhance the entire recruitment campaign. By automating the recruitment process, the companies not only save money but time that can be used in quality interactions during interviews.

Hiring a full-time employee or team just for recruitment is not a good decision for a small business. Outsourcing to professional head-hunters will help save a lot of money. The companies can focus on other business activities rather than dedicating their full effort into recruiting.

Getting an ATS aboard will also help to create a talent pool which can be used in the future as well. The candidates can just perform a search query for the desired skill-set and everything is done within a blink of an eye.

A time-consuming application form casts a negative impression of the company. Most of the applicants just drop out because of a lengthy application form. So, if the companies want to retain them, it is always better to ask only the most important/basic information at the time of application. The detailed information can be gathered at the later stages.

The company and the recruiters should present the job opportunities in such a way that these cannot be missed at any cost. This is only possible by following the above-mentioned strategies that will help the small business to establish an impactful employer brand.

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