7 Ways to Hire the Best Employees

May 10, 2017

Today’s recruiting world is a lot different from that in years past. Recruiting on the internet would seem to make it a lot easier to find people, but narrowing down qualified candidates who are a good fit for your company can be difficult. Other companies are also hiring from many of the same candidate pools, so standing out to candidates can be an added stress. And professional networks have become more fluid than field-specific, so relying on recommendations isn’t always an option. We’ve got the 7 surefire ways to help you get the candidate you need in today’s hard-to-navigate recruiting landscape.

1. Be Searchable

With how easy it is to learn about companies online, job seekers are less likely to apply to a company they can’t find information about. Make sure your website is visually appealing and informative. It needs to say where you’re located, clearly state what you do, and what you stand for. Millennials are looking to work for companies they can not only grow within, but also companies they stand behind—especially on social issues. If relevant, this information might be good to add in articles, bylines, or in the company’s “About” page. And while the rest of the information may sound basic, there are countless stories of people showing up for interviews at the wrong location because of outdated website information. This is simple to change and imperative to a good user experience.

In addition, the careers page needs to list the contact info for HR and/or your recruiter. Even if there are no current job listings, having a dedicated page with contact info eliminates a barrier for potential applicants. Being the best recruiter you can be often means working with other departments to make sure your company is accurately and effectively represented for potential hires.

2. Utilize Your Local Labor Department

In many cities, the Department of Labor provides resources to connect talent with hiring companies. This can be in the form of job fairs, recruitment materials, and demographic data. Talk with your department of labor to see what resources you have access to.

3. Get Social Media Savvy

“Meet people where they are” is an old saying with a lot of relevance for recruiting. Don’t expect people to come to you, you have to go to them. Job seekers are increasingly using social media for networking purposes. While social media advertising can get pricey, there are ways to make it more affordable, with options to price based on clicks or other conversions, rather than views. For more immersive usage, creating and sharing events makes it easier for you to advertise networking opportunities your company decides to host.

4. Know Your Audience

Tapping into your employee demographic online is imperative, but connecting with them in person will lead future employees to remember you. Utilize the internet to find out what the demographic you want to tap is interested in. People want to work for companies that support things they believe in, so consider sponsoring local events or organizations that your employee base is attracted to. This could be a local music festival, non-profit, or networking event. Sponsors are often advertised on promotional materials and sometimes get a booth or speaking time at events. Discuss what local events and causes your company can support that will not only uphold your company values, but also appeal to potential employees.

5. Show Off

Since job fairs are a professional environment, it may seem like as long as your display is professional, it’s fine. But you should also look at making it visually appealing. This means building your display like a tradeshow booth geared toward attracting prospects. Clear graphics, quality banners, and concise information will give prospects a clear image of your identity as a company and employer but making a more memorable display will likely increase the interest of potential talent prospects.

6. Talk to Those Closest to You

Your employees are one of your greatest assets for recruiting. After all, the goal of recruiting is to sell people on the idea of working for your company and your employees are the immediate proof (or disproof) of your claims as an employer. This is why it’s important to build an open company culture where employees are empowered to grow and innovate. Empowered employees are more likely to leave positive reviews on job boards, review sites, and company profiles (like the ones on our site). They are also more likely to refer people in their social and professional networks.

Many companies have found that offering incentives for employee referrals are one of the strongest ways to recruit. Employees will only recommend a qualified candidate because should the candidate not work out, it is a reflection on themselves. If a referral is hired and completes a probationary period, the person who referred them has contributed to company culture and success, and typically is granted a monetary bonus or award from the employer. This is a win-win for both the employer and the employee, which also empowering employees currently at the company to build the type of culture they wish to work within.

7. Communicate

The last, but not least, place where companies fall short when hiring is their response rate to job applicants. Even if someone is not right for a certain position, their interest in your company means they could be an asset in the future. Responding to all job inquiries is a great practice in showing that you value all people, not just those who are useful at the moment.

Likewise, it’s important to keep people in the job pipeline informed of their status. If the hiring process is taking longer than indicated, it’s important to inform applicants of delays so they don’t just assume a “no” or that your company doesn’t value them. Otherwise, they’re likely to continue to look elsewhere for opportunities, and might decide that an uncommunicative company is not the place for them.

by Jeriann Watkins Ireland

© 2017 Vault.com Inc.

Chicago City Hall
  • “Shelly Remen Sibul is a consummate professional. I found her to be of great assistance in not only identifying an appropriate and rewarding position, but also in assuring that I was well-prepared for the process and ultimate transition. Her attentiveness to both the market and finding the ‘best fit’ opportunity for me showed an interest in my long-term success and well-being not often found in this industry. I would not hesitate to recommend Shelly’s services to friends or colleagues in the market for a new position.”

    J.S., Trust & Estates Associate

    National Law Firm - Chicago Office