Opinions expressed by Entrepreneur contributors are their own.
Employers expect things such as salary and advantages to help them attract top talent during employee recruitment, but there are numerous other factors that influence a candidate’s decision. Employers have significantly more control than they realize.
Here are some tactics which you can use to transform a company from a possible job to an appealing promise land for career growth.
Related: How to build Talent With a Clear Hiring Process
1. Location matters.
CareerBuilder and Emsi researched the way the most populous U.S. metros were performing against the national job growth trends from 2014 to 2015. The difference between job-growth expectation and the actual number of jobs added shows what sort of metro area is exceeding, matching or falling behind the national job-growth trends.
Cities like Dallas and San Jose are far exceeding expectations, showing there are regional market dynamics causing these areas to outpace national growth averages.
Put simply, location matters. Employers have to look at what areas are exceeding job growth and how competitive those markets are. Competition indicates that talent exists in those areas. Look at those local pools for talent, but also consider looking for job seekers who consider relocation.
Candidates weigh several factors before relocating for work. Aspects like cost of living and the organization health of the business are at the top of the list. Transparency is best practice during employee recruitment. Providing information regarding how salary comes even close to the region’s average and cost of living or the entire health of the business can impact a candidate’s decision.
2. Create a strong interview process.
The interview process ties right to a company’s employer brand, and it posesses many more weight than you might think. In the 2015 LinkedIn Talent Trends report, 77 percent greater than 20,000 professionals surveyed stated the interview experience is “extremely or very important” within their decision making.
A lot of people (53 percent) want to meet up the prospective manager on your day of the interview, and 49 percent say they value open discussion that answers their business questions. The vast majority of the experts surveyed (94 percent) want to get feedback following interview.
Although it is impossible to appease every candidate, it really is plausible to create a strong employer brand with a streamlined interview process founded on transparency, active listening, proactive communication and a respect for job hunters.
Related: 9 Questions to Ask Candidates’ References
3. Encourage employee referrals.
A Glassdoor survey of 116,000 job hunters in August of 2015 illustrates that employee referrals can enhance the opportunity of a positive match by 2.6 to 6.6 percent greater than any other interview source. Good hires are essential, because they ensure high productivity and strong retention. Online recruiting solutions offer quality-of-hire metrics to greatly help gauge the success of employee recruitment.
To make sure strong recruitment, employers should build referral programs, that may result in top quality applicants, time savings for human resouces and better retention. With a budget at heart, employers can provide financial rewards with their workforce for each hire created from an employee’s referral.
Developing a job candidate tracking system that delivers key analytics can help inform employee recruitment later on. Employers also needs to encourage their workforce to use social media to activate with a wider talent pool.
4. Engage despite a big company size.
Gallup studies released in a January of 2016 report show that the 1,000 employee mark may be the tipping point for declining engagement from the employee and the business. Research shows that companies with highly engaged workforces outperform their peers by 147 percent in earnings per share. Employee engagement ought to be a high priority for employers, but how do large companies prevent engagement decline and continue steadily to grow?
Employees appreciate feeling valued as a team member. It’s vital that you treat them as such, involving them in a few decision making, inviting them to build teams, encouraging a feeling of self-reliance and being transparent about the successes and failures of business strategies.
This sense of engagement should be incorporated in to the employee recruitment process. Start at day one with writing job postings. Keeping them clear and realistic will attract candidates that are well-suited for the role.
Continue engagement through the hiring process. Interviewers have to ask the proper questions to determine who’s an excellent fit. Once a decision is manufactured, hiring managers should remain transparent about the procedure and offer a positive onboarding experience by sending a welcome message along with some pertinent information regarding the business.
How would you anticipate attracting talent during employee recruitment?