From companies that have been in business for years to early-stage companies and startups, all organizations want to recruit the best talent.
However, acquiring real talent is tricky — and the market is only getting tighter. With recruiting and retention becoming more challenging every day, companies are learning the value of offering candidates a positive recruiting experience.
If you’re looking to improve your talent acquisition experience, the first step should be to step back and reevaluate your process. Learn to adjust your hiring strategy in a few simple ways: Reexamine what your competition is offering, concentrate on providing a positive experience and take time to develop your current and future employees.
Reexamine the competition. Find out what works and what doesn’t. Staying on top of new and existing competition is crucial, as is continuous innovation. But, you won’t find success if your company turns a blind eye to the recruiting changes being made around them.
Truly evaluate your company’s recruiting and retention numbers. This reflection allows your HR department the opportunity to reconstruct interviews and distribute questionnaires after the new hire probationary period. Your HR leaders can then research and compare competitors’ hiring practices to better understand how your company can implement a leading-edge hiring process.
Position with positivity. Pay incentives or increases may attract talent, but they’re not always in the budget. You can still offer significant value by creating a positive work environment and ensuring candidates recognize it from day one.
Take the time to get to know them. Arrive to meetings on time. Let them know from the start that if they work for your company, they’ll work for people who care about them.
Deliver on development. Many companies don’t discuss employees’ futures until they’ve been around for a while. The recruiting process is a prime opportunity not only to relay responsibilities but also to offer insight into the job’s potential if the candidate performs well. This helps candidates see a future with your company and set career goals for themselves. Furthermore, consider having members of your senior management team offer employees more one-on-one time. Prompt discussions that allow managers to focus on both areas for improvement and employee successes.
Making the candidate feel valued during the recruiting process goes a long way and can help set your company apart from the competition. When the labor market is tight, use this as an opportunity to reevaluate your current recruiting strategy. Scope out your competition, position your company in a positive light and create plans to develop current and future employees.
Do so, and your company can stand out to talented recruits.
Kristin Lockhart is vice president of Recruiting Services at Memphis-based Adams Keegan.
This article originally appeared in Memphis Business Journal.