Ideas to help recruit employees effectively in the new year
Share company culture on social networks
Each candidate has a different personality and is suitable for each type of working environment. There are passionate fans of a positive work culture that emphasizes creativity, innovation and good benefits like Google. While others are passionate about a culture of freedom and responsibility, where employees have autonomy to make decisions like Netflix. There are also people who highly praise the culture that encourages employees to think differently and take risks to overcome technological boundaries like Apple. If you want to attract the most suitable candidates, demonstrating the company's unique characteristics is a must. But how?
Many brands, including their own businesses, have used social networks to promote their company image and show what happens behind the scenes through beautiful images and humorous videos. and interesting content.
This not only helps candidates clearly visualize what the actual company culture will be like instead of only vaguely knowing through a few brief introductory lines on the website. On the other hand, the company also reduces the situation where candidates quit after just a few days of working because they suddenly realize they are not suitable for working too fast, reporting frequently or needing immediate feedback... from there. has indirectly helped the recruitment department in particular and the company in general save a lot of effort and costs.
If you also want to apply this approach, I also note one thing, that is, do not confuse improving company culture through useful and inspirational content to outsiders with posting regardless of the rules. business events and important meetings.
Back to old candidates
An effective recruitment strategy is to look to the past. Sometimes good candidates are already present in your storage system but for many reasons both sides have not come together. If you're out of options in finding top quality candidates, now is the time to review past candidates' CVs and see if they're a good fit for the current role. Often among them there may be someone who is definitely worth reconsidering and giving a second chance.
Perhaps you would think that they have already found the right position so there is no need to waste time? If you have joined a certain company, there are many people who want to find a better job. Just because someone just worked somewhere else 6 months after not being selected for your company doesn't mean they're no longer thinking of you.
So, you can absolutely feel free to contact them by phone or email and ask if they are considering moving to a new environment now or at some point. If you fail to pique their interest again, their positive experience with you will likely lead them to refer a friend or colleague who meets the qualifications you're looking for. As long as you develop 10% of your ingenuity plus 10% of your cuteness, there's no need to worry that this possibility won't happen.
Add “What a work day looks like” details to the job posting
Having worked in the recruitment industry for many years, our team has found that in addition to helping candidates understand the company's recruitment process, providing them with detailed information about what the position will be like in reality will also help. makes them more excited about work. That's why we always consider adding a section in the job description to give them an overview of what a typical working day in that position will be like at times messy and at times. How fun it is when you're so happy.
To add appeal, we also highlight outstanding benefits employees can receive from the company, such as enjoying a free lunch with colleagues prepared by our in-house chef. Depending on the company's situation, you can choose different activities but need to make sure they are "unique" points and introduce them in the job description.
Interview by text message
Of course we should meet candidates in person at some point, but in the early stages of the hiring process, why not interview by text?
How can it help with effective recruitment? First, it gets our message to candidates in an easier way than email or phone, and they can respond quickly without much pressure. Furthermore, we can also find out how well the candidate is able to communicate through text. With so much of work communication taking place via chat tools or email, this is a skill that is important to assess.
Besides, because most job seekers have a phone nearby, we can text outside of work hours and ensure privacy, without the possibility of being overheard like when chatting on the phone. Best of all, a written interview can be archived and when something needs looking back, it's just a click away.
Have you ever interviewed by text? It's worth trying once!
Survey candidate experience
Why should we bother with these surveys? Well, the answer is very simple: We will know the direct feelings of those who have gone through the recruitment process, from which we can learn from experience and improve better.
The first time I applied this method, I was worried that I might not get honest answers because the candidate would be afraid of offending the employer. There are indeed candidates like that and the way I convince them is to ensure that the feedback is anonymous and will only be used to improve the recruitment process. On the contrary, there are also people who are very straightforward, not only nodding in agreement but also contributing so enthusiastically that sometimes I feel a little confused. But thanks to that, gradually my surveys became shorter and more to the point, the quantitative (rating scale) and qualitative (open-ended) questions became more complete to help my team. have a more comprehensive understanding of the candidate experience.
Replies to This Discussion