Making a name for yourself in the hyper-competitive business world is a challenge. Your success depends on a number of factors, from your business model to your willingness to embrace innovation. Nevertheless, numerous recent studies have shown that one component tops all the rest — your team.
Your employees are the foundation of your company’s competence, creativity, business culture, and financial success. However, finding ways to recruit people who’ll contribute to your team in the right ways is not that simple. To that end, we’ve put together a guide with eight strategies that can help you find the superstar talent your team needs. Keep reading to learn more!
Getting referrals from the team you already have might be the perfect starting place when looking to recruit employees. Various surveys have shown that most job seekers have had the best experience finding a new place of work through personal connections. Plus, referrals have the highest applicant-to-hire conversion rate.
Statistics like these are most likely rooted in your current employees’ understanding of your company. They know the company culture and are aware of the technical skills, experience, and personality traits one needs to fit in. So, it’s easy for them to recommend the highest quality candidates.
In light of this, start your search for new talent by asking your team whether they know anyone who’d fit the job description. You can also offer referral bonuses as a way to motivate them. Most companies typically pay out referral bonuses three months after a new hire has started working.
Tons of job boards out there will list your job posting for free. However, not all of them boast the best quality candidates in the field. So, it’s vital you put your job listing in the right place. Two of the most popular platforms we’d recommend are LinkedIn and Indeed.
Both platforms are incredibly popular with job applicants across various locations and industries. Plus, they both let you pay for your postings to stay relevant in the search algorithms. However, these job boards provide different hiring experiences.
What’s more, LinkedIn will allow you to create lasting connections with candidates before hiring them. Potential hires can follow and view your company’s profile months in advance and better understand whether they’d fit in.
Indeed is more of a search-engine-focused job board. It’ll allow you to create specific job postings and use the information in them and candidates’ resumes to select top applicants. It also offers an option to automatically decline candidates or schedule and conduct interviews on the platform.
Job boards are not the only place you can use for recruitment. Many other options are available online, and Facebook Groups are among the most popular ones lately.
If you’re unfamiliar with them, Facebook Groups are community pages allowing users to join groups based on their common interests. They let you track down a specific demographic and reach out to them through a job posting for free. Simply search Facebook for job seeker groups relevant to your field, select the ones with the highest number of members and most activity, and post your job listing there.
Professional recruiters are another popular option companies rely on in the process of finding new team members. Many businesses partner with staffing agencies with recruiting and HR teams. These businesses specialize in hiring and boast expertise in finding talent. They can grant you access to high-quality candidate pools and provide pre-screened, interview-ready applicants.
However, you should know that leveraging recruitment agencies’ help is also the most expensive option out there. According to the statistics, this partnership can cost you up to 20% of your new candidate’s 1st year’s salary. Plus, chances are the process won’t be worth it if you don’t have a great hiring and onboarding process to go along with it. So, make your choice wisely.
If you don’t want to spend much on recruitment agencies, you can become your own recruiter. Many job board platforms today offer recruiting tools to help smaller-to-medium-sized businesses take care of their hiring needs. You’ve probably heard about some of the most popular, like Recruiter Lite on LinkedIn. However, there are other more affordable options, too.
After some testing and analysis, we’ve found that Sales Navigator offers virtually the same functionality as Recruiter Lite but boasts more sophistication and comes cheaper. Sales Navigator has more filters that will allow you to narrow your search and generate instant results. You can search for candidates based on skills, recent job position changes, shared experiences, and so on. On top of that, you can save profiles, tag them, attach notes to them, monitor their recent activity, and more.
These features will help you recruit candidates based on whether they fit your company instead of just trying to fill in the job opening. We’ve hired our last two positions this way. We did a search, sent them a message asking if they wanted to hear more about our firm on the phone, pitched them, and they have been with our firm ever since.
We’ve already touched on the fact that the internet currently abounds with job boards. You can find a board designed for virtually any position under the sun. So why not use this to your advantage? When you have a job opening, try to post your listings on boards with your target job seekers.
For instance, university and college job boards are a great option if you’re looking for a candidate to fill in an entry-level position. On the other hand, you can search for boards for, say, personal assistants only if that’s the job opening you want to fill at the moment.
Posting on niche job boards will help you reach the audience you want. It’ll eliminate candidates with a lack of or irrelevant work experience at the start and save you a lot of time.
Facebook is not the only social media that can aid your search for job applicants. In fact, any social media might work. Social networks have an unparalleled reach. Each boasts a slightly different audience, and posting on a variety of them will significantly expand your pool of potential candidates. So, don’t forget to post the listings on your company’s social media profiles and ask your employees to share the post. You’ll likely reach people you wouldn’t be able to otherwise.
The career page on your website can be the perfect place to find superstar talent as well. People that have been following your work and are part of the industry are usually the ones visiting this page. So, it’s important to pitch to them well:
● Create an appropriate job description — Don’t write a listing that focuses only on your company’s demands and requirements. Make sure you show what your company can do for its potential employees, too.
● Showcase your employees’ testimonials — Include your current employees’ testimonials about their experience working in your company on this page. It helps candidates establish an emotional connection with the company and helps you earn their trust.
● Make a value proposition for your firm — An increasing number of candidates nowadays are looking to achieve more in their careers than earn a paycheck. They want to create a difference in the world. So, ensure your careers page shows that you share the same aspirations. You can do this by explaining your company’s values and mission and why you believe they’re pertinent to today’s society.
A great team is the key to success in today’s business landscape. So, you should ensure you’re doing everything possible to find employees among the best the market offers. Leveraging any of these eight strategies can help you on that quest. You can choose specific ones or use them all, depending on your needs and preferences. You won’t regret it either way. Good luck!
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This blog is not meant to provide specific advice or opinions regarding the topic(s) discussed above. Should you have a question about your specific situation, please discuss it with your GBA advisor.
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