Attracting employees to your company has the same principles as marketing your business. The difference is a change of audience, a change of message, and perhaps a change of the medium.
What is the difference between recruiting and business development? Here at Friendlier Organics, they go hand in hand, most businesses will need to recruit and hire staff to achieve business development, even if you are a gig economy company such as Uber etc.
Every time you put your company ‘out there, whether you are running a promo or posting a job, people form an impression of you. With recruitment, you have to convince your audience that what you are communicating and selling—a place in your company—is right for them.
Currently, it seems like everyone is hiring, so how do you cut through a noisy job marketplace and draw the best candidates to your business?
Read these five tips to successfully build your team.
1. Know what you want
Start with clearly identifying what the business needs. For most businesses, this is a great opportunity to carry out a gap analysis and find the right person for a job rather than just replace. What a specific job role means to you will be different from what it means to someone else. It is not just about skills and qualifications but also a good fit for your existing team, and other qualities. If you run a window-washing service, your top candidate might be “efficient and quick` mover”; if you are bringing on board a customer service representative, a “good listener and quick thinker” may be more of what you need.
It is good to avoid hiring someone just because you think they are like you. Certain differences can be a good thing and a source of fresh ideas. What’s key is for the candidate to fit the role, and not to change the role to fit the employee.
2. Search the right places
Once you are clear on your needs for an employee, you have to figure out where to look for it, this is where you will need to think outside the existing box, of indeed. If you’re seeking a recent graduate you’ll want to contact local universities or colleges. LinkedIn can be a great source for a wide range of professionals. Depending on who you’re looking for, you may need to try different channels. Your customer base could be an exceptional resource.
3. Set yourself apart
When you’re posting a position, aim to communicate what differentiates you from your competitors. As with marketing carry out a competitor analysis and base, it on their job adverts. When it comes to writing a posting, rather than give a laundry list of duties (the old, “the successful candidate will…”) try to paint a picture of what working in your business will be like. How does a typical day go for someone in that role? What will they start doing and where could they end up six months from now? Create a story in the mind of any potential candidates.
4. Let your employees be your ambassadors
No job board will sell your company as your employees can! If you really want your people to spread the word to their networks, you can even offer incentives for references. It can be worth it: Candidates referred by your own staff are more likely to be better employees and stay longer than random applicants.
5. Tailor your pitch to the person
When you’re ready to talk to a candidate, be sure to listen for what they’re looking for career-wise. Top performers don’t just want a job—they usually have career goals of their own and want to know how you can help them achieve their objectives.
Don’t be afraid to promote what your company has to offer, but at the same time be honest. There’s no point promising something you can’t provide, because they’ll find out sooner or later and may choose to move on when they do.
Approaching top talent on social media
A lot of companies post jobs on various social media platforms, such as Linkedin, Facebook, etc. However, you can also turn the search around and use social media to find people who would be good for your company.
If you’re approaching someone on social media, let them know why you’re contacting them, e.g.: “I saw on your LinkedIn profile you have lots of experience building apps for the construction industry. My company develops software for the sector and I wondered if you’d be interested in talking…”
And remember—you’re marketing yourself! Even if the person isn’t interested, thank them for their time and ask if they might know someone. Reaching out this way builds both your network and your brand.
Finally, a good strategy is to be always recruiting, what I mean, share your successes and team efforts, when you are ready to hire, potential clients will have been watching.
Do you need some help with your recruitment strategies? Then please reach out for a free consultation.
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