Finding the right person for your organization is crucial. Unfortunately, it can cost way more time and money to hire someone when your organization’s recruitment strategy is disconnected.
In our guide, you’ll learn ideas on how you can adjust your process. From leveraging the most out of the current job market, attracting qualified job seekers, filtering potential candidates, and improving employee referral programs.
We’ll discuss leveraging messaging, job boards, assessments, and candidate experience to substantially increase your ability to cast a net and find the people you need to be talking to.
People are the number one reason your business is going to simply survive or grow and thrive. When you hire the wrong people, you won’t hit your goals and you won’t see the results you deserve. If your process isn’t razor-sharp the odds of finding the right people fall quickly. When it’s time to hire, make sure your are getting the most out of your hiring processes by implementing a strategic plan.
Look at your process like an assembly line: each step along the way should be assessed, rethought and re-jigged so you know it’s performing at its best. It should be looked at as a process of continual improvement.
In our Guide, we give you actionable steps to improve your recruitment strategy plan by assessing each of the following steps in our recruitment process:
We’ll talk about improving how you write your job posting. This includes strategies for writing a job ad for job boards rather than using a job description and properly advertising the role. We’ll give you tips to inspire candidates and understand why coming to work for you is a good career and life decision.
Tips on creating a stronger talent pool by leveraging job boards, social media, recruitment partners and employee referrals to attract more candidates.
Our guide will provide some options of recruiting tools that we’ve found most helpful including Candidate Assessments. It’s a fact that a resume is a bad predictor of performance. It will tell us if a candidate has the education and experience, but it does not tell us if they have the right personality to be a fit for the position.
Our guide works to provide guidance to help organizations focus on the candidate experience. 81% of candidates will talk about their positive experience and 51% will share their positive experience on sites such as Glassdoor and LinkedIn – even if they didn’t get the job. We’ll walk you through improving your candidate experience and create a healthy employer brand.