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Is it better to hire contract or full-time?

Is it better to hire contract or full-time?

In today's world, there are many different hiring practices. There are full-time workers, part-time workers, contract workers who freelance, contract-to-hire and so on. With contract hiring websites such as Jobble and Upwork, some positions can easily be filled...

9 Ways to Recruit Talented Employees

by | Jan 22, 2019 | Recruiting Best Practices, Recruiting Process

Employee smiling in foreground as colleagues collaborate in open office environmentBecause of today’s candidate-centric job market, organizations now face steeper challenges when it comes to recruiting. One of the biggest obstacles recruiters face when it comes to reaching top talent? Breaking through all of the online noise to grab job seekers’ attention.

In this post you’ll find nine processes, tools, and technologies that will help recruitment professionals like you understand how to recruit talented employees despite the increased competition for applicants and attention.

Preparing to Attract Top Talent

There are already a lot of articles about methods to use during recruitment, so let’s focus on an area that sometimes gets short shrift: preparation to recruit. Incorporate these three steps into your recruitment process to help you reach the right candidates.

Competitive research

What are other employers in your space or community doing to attract top talent? Study their careers page and content. Look into what recruiting events they attend. What are they doing differently than you and how can you incorporate their best ideas into your strategy?

Employer branding and marketing

One thing you may observe among the most successful of your competitors is how they have developed and positioned their employer brands. In a tight talent market, you have to “market” your open jobs to woo the ideal candidates. Here are a few areas to address when developing your employer brand.

  • Current company culture. Is it good? Do employees like working at your company? If not, culture is the best (but toughest) place to start. 
  • Employee personas. Have you taken time to define the ideal candidate for a job? Take a page out of marketing’s playbook and develop employee personas for each job type that you hire for.
  • Employee value proposition. Why should people want to work for your business? Define how your organization can enrich potential employee’s professional lives and career journey. Make sure this employee value proposition (EVP) aligns with corporate mission, vision, and values.
  • Candidate-facing content. Do you have a branded careers page? Are you creating content that entices your employee personas and is SEO-friendly to ensure your company gets found by job seekers? What about your signage and collateral for recruiting events — is it appealing and align with your EVP and employer brand?

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Targeting and nurturing

This step goes hand-in-hand with employer brand building and marketing. After you’ve defined your EVP and target employee personas, start developing your targeting criteria. Do candidates have to be in your local search area or can they work remotely? Where do they spend time online? How can you reach them? Once you do reach them, how do you nurture those relationships for future opportunities?

Tools to Help You Recruit Talented Employees

The processes above can help you prepare your strategy and tactical plan. These tools help you stay focused, efficient, and effective.

Job descriptions

Sure, this one is obvious. Job descriptions are incredibly important. Unfortunately, most of them are dull or vague. Read a job description for one of your current openings. If you were perusing a job board, would this one grab your attention? Are you clear on what you would actually be doing if you got hired?

Write a job description that is attention-grabbing, concise, and lists a salary range. Make sure the language is free of bias and doesn’t unintentionally