Did you know that your annual turnover rate can sometimes be higher than 50%?
Employees may quit their jobs for any number of reasons, but one is common: they’re simply not a good fit. But while it’s easy for an employee to quit and move on, that leaves you with the burden of replacing them. So the question then becomes how to find the right talent in the first place.
Whatever your situation, there are a few hiring tips to keep in mind for your hiring strategy. If you can reduce the burden on your HR department, you get a stronger team and much-improved productivity.
Let’s discuss the five hiring tips to get the right talent in the door–and keep it there.
1. The Most Important Of All Hiring Tips: Know Where To Find Employees
Before the internet, there were only a handful of ways that one could find employees. Since then, the internet has created an explosion of new recruitment tools and job-seeking hubs. Employers who don’t recognize this during their talent acquisition are liable to get left behind.
Some of the old methods still hold true. Advertisements and college job fairs are all excellent ways to find good people. Here are a few more you should be using:
- LinkedIn: many underestimate LinkedIn’s power as a referral tool to find talented people in search of work
- Indeed: job boards come and go, and Indeed is currently the largest and most popular option around
- Reddit job boards: some Redditors post their qualifications so employers can give them offers
- Social media: Facebook, Instagram, and Twitter have all become valuable recruiting tools for those with the know-how
Understand that the talent acquisition environment is one of constant change in accordance with technology. Algorithms and internet trends often introduce new ways for people to find employment. Read the news and keep ahead of these developments.
2. Be Specific
Too many employers fall victim to generalizing the requirements for their position. They ask for employees that are “team players” and who love “working in a fast-paced environment.” But the issue with these requirements is that they’ve become meaningless.
Everyone wants an employee who’s a problem solver or a hard worker. But in your specific industry, those words mean something different compared to other industries. Hard work in construction means physical endurance, while hard work in programming means patience to maintain an application for years.
Take note of what sets your job requirements apart from all the rest, and identify what employees need to be able to do. Problem-solving is generic, but problem-solving with a changing codebase is something else entirely.
This will save you the time of weeding through applicants who aren’t really ready for this sort of work. It will signal to those who are really worthy to apply to you. And it shows applicants that you know what you want!
3. Stand Out In Terms Of What You Offer
Like the buzzwords above, another common mistake employers make is to offer the same as everyone else. You might use words like “competitive salary” or “great benefits.” But employees have seen these a million times before, and they won’t waste time with such a company.
Instead, be concrete. State your salary, what benefits you offer, and other long-term incentives.
Further, be the sort of company people want to work for. If your salary is on par with the competition, consider making it higher. This will drive more job seekers to you, meaning better talent.
Investing more in your employees now will result in more profit for you later. Employees that feel valued and compensated will, in the end, be the best talent you could ever hope for.
4. Be More Dynamic In The Hiring Process
It’s all too easy to do a bog-standard interview. Ask a few questions, and then rate employees based on responses and behavior. But the problem is, your employees won’t answer questions behind a desk as a part of their future job responsibilities.
Instead, find a hiring process that tests their abilities. Have them perform a task and then rate them on the end result. This task may put them under real pressure, and require them to demonstrate job-related skills.
Avoid silly questions that don’t achieve anything. Asking someone how they’d solve world hunger–unless they’re working in a humanitarian field–doesn’t benefit you. Create questions with real implications in your field.
Avoid asking the “what’s your greatest strength/weakness” questions. Employees have come to expect these, and they provide pre-printed answers for you. Instead, throw them a curveball with a question they might not be anticipating.
5. Let Employees Sing Your Praises
Your employees can–and should be–your greatest asset. These are the people who actually work for you. And if they enjoy working for you, then they could provide the greatest endorsement of your workplace.
You can easily incentivize your employees by providing referrals. This allows them to bring their talented friends on board and gives you someone you can trust. Plus, the best candidates are those that come recommended.
This might be the time to make your workplace the sort of place people want to be in. If it’s not, your employees may end up pushing people away. Make a strong, inviting work culture with strong benefits.
Global Expansion Begins With Good Hiring
Your company stands to benefit a lot provided it has a strong hiring strategy in place. Keep the above hiring tips in mind before headhunting. Know where to look, use a dynamic hiring process, and provide incentives that people actually want.
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