Four Tips for Attracting and Hiring Top Talent
Finding the right talent in any industry is tough. Trying to stand apart from the crowd and be an industry leader in attracting top talent can be even more difficult.
Finding the right talent in any industry is tough. Trying to stand apart from the crowd and be an industry leader in attracting top talent can be even more difficult.
The right talent for your company can help you grow and will be your advocate as you look to hire additional employees. Identifying and hiring the right employees will not only save you in the long run (the hiring process is quite expensive), but it will set you up for success in the future.
Here are four ways to distinguish your company and find the best people for the job.
1. Focus on your company’s brand as an employer of choice
Workplace awards and recognition programs are a great way to gain visibility and attract good job candidates. They also instill pride in your current employees and give them an opportunity to get involved in promoting the organization. Internship programs are another way to showcase your company and get the younger generations familiar with your brand. Several local award programs are available for you to explore, in addition to some NEOSA-specific programming.
Local awards programs:
NEOSA- related awards and events:
- Cool-Tech Challenge
- Virtual Job Fairs
- Tech Week Job Fairs
- Internship programs
In addition to these awards programs, make sure that your company’s social media sites (Facebook, Twitter, LinkedIn, etc.) emanate a positive culture and showcase good qualities of your workplace. Social media also is great for sharing photos from community and company events, introducing your employees and job postings.
2. Treat hiring as a key business practice
There is no doubt that firms who take the hiring process seriously reap the benefits. Smart firms invest their time, talent and profit in creating and maintaining a top-notch talent acquisition process. Employee-referral programs are an excellent way to find people who can fit the model of what you’re looking for in the role. Also, make sure you assess candidates for their soft skills just as much as technical skills. Technical skills can be learned over time, but soft skills (i.e. communication, critical thinking, etc.) are much more difficult to develop.
3. Create a total rewards strategy
Employees look for more than a paycheck, and it’s important that you consider cost-effective ways to differentiate your business. Examples that can set you apart from the other companies include:
- Increased paid time off
- Flexible work arrangements
- Referral bonuses
- On-site wellness programs/off-site wellness options
- Employee appreciation events
There are several more options, but this is a good start. And keep in mind, every organization is unique, so fit things into your model that work for you.
4. Conduct a compensation study for market data
Your salaries, even for newly created positions, must be at market while also ensuring internal equity for existing employees. This is typically missed and can leave potential candidates and existing employees talking about the organization negatively. Happy employees are ones that are paid at or above market value as well as feeling creative and autonomous.
Reference: http://www.trinet.com/documents/eGuides/TriNet_eGuide_Hiring_the_Best.pdf