How do you win the fight for top talent? By having a clear process. A clear interview structure, a strong onboarding process, and a […]Continue reading
How do you win the fight for top talent?
By having a clear process. A clear interview structure, a strong onboarding process, and a great support network during those daunting first weeks, surely it’s that simple right…..
“So, I’ve decided I NEED a new job! And I’ve seen the perfect role, oh, look… and another! And since I’ve put my CV on [insert the name of a notorious job board], my phone hasn’t stopped ringing from recruiters offering me ‘the job of my dreams.’”
This is the reality for a lot of job seekers right now. The ever-increasing number of recruitment agencies and the prevalence of LinkedIn means that it’s easier than ever to apply for multiple jobs. With the technology that’s available today and the vast options job seekers have access to, recruitment has become a candidate-driven market. As a result, when a fantastic candidate becomes available, they’re not usually on the market for long.
So, how do companies compete and ensure they secure the talent they need and want, in such a competitive market?
Job Description – This is your opportunity to tell potential candidates exactly why they want to work for you; salary, benefits, career progression and culture should all be featured to engage job seekers. The adverts that have the best response are ones that are clear and cohesive, outline how to apply/next steps and are sometimes, if appropriate, rather humorous (take a look at BrewDog’s adverts!)
Advertising – There are endless job boards out there who claim to have the greatest reach, however, you need to ensure that it is right for your market. Industry-specific job boards and LinkedIn are just a couple of places you could start. Recruitment agencies also have access to some of the larger job boards, their own websites and can also reach their industry-specific databases with your advert. Imagine how much impact your advert could have when it is distributed to the most relevant demographic in your market.
Closing dates – It’s understandable that there are times when closing dates have to be adhered to, however, if you receive a CV of a candidate who matches your requirements, you should always interview the candidate sooner rather than later. This is to ensure that you are not undercut by another company that can interview them straight away.
Do not make the interview process too lengthy – two stages will usually suffice, especially when using a recruitment agency. If you do need to conduct more interviews then try and make these as close together as possible! If the candidate is actively looking, especially in the interim market, then they will usually favour whichever role is offered to them first.
Offer stage – use your Reward team! They should be benchmarking roles against your competitors. This should leave you in a position to offer a competitive salary that is, whilst fair, hard for your preferred candidate to turn down.
Before the new starter joins – invite them out to lunch with their new team before they join. This will help allay any first day nerves and will make them feel a part of the team. It’s also very important to keep in touch with the candidate in order to ensure that their current workplace hasn’t offered them a counter offer. This can be common for strong candidates in a tough market; it would be a great shame to lose out on the perfect candidate at the last stage!
Onboarding – even though you’ve secured the ideal candidate and they’re settling into their new role, the process isn’t over yet. Onboarding is often overlooked, seen as a tick box activity and generally rolled out ineffectively. Organisations usually orientate their employees well, however fail to put processes in place to fully integrate new starters into their teams and catch them up to speed. Onboarding should be done at all levels, following a similar process. It should include cultural familiarisation, clarity around roles and responsibilities of themselves and their peers, and creating customised processes for different levels of employees. Often the best way to create a successful onboarding process, or improve one, is to speak to your current employees about what could be changed.
There is, of course, no magic formula to ensuring you secure the best talent for your company, however, the above steps could help you in the battle!
If you feel like you are missing out on top HR talent, then please get in touch to see how Williams Kent may be able to help.
Author: Jade Lough
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