4 min read | 8 March, 2019 By Rachael Down
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As the pressures and expectations on workers increase, so do the responsibilities of the organisation. Choice is everywhere and competition is fierce. Recruitment is no different. So what steps can you take to make them want to work for you?
With the advent of Google's new job board and an ever increasing array of online recruitment sites and job postings, it's now even easier to take recruitment into your own hands. To ensure that you attract high-calibre employees, we're urging companies to work that little bit harder - and smarter - to connect with potential candidates.
There's a lot of noise around recruitment and a drum-full of inspirational quotes on how to attract and retain talented employees. In a world where choice seems limitless, the task of recruiting a dream team needn't be limited to location or experience.
If you like a lot of chocolate on your biscuit join our club. This 70s Jacob's Club jingle, which was voted the seventh-most-catchiest-tune in 2012, not only conjures delicious biscuity nostalgia, but more importantly reminds us of the power and impact of tribes. Develop a strong culture that others want to be a part of. Now that's not to say you should rush out and bulk-buy all Club biscuits in circulation. Just beware of how your culture and company reputation effects prospective employees and talent.
In other words, reputation matters. Establish your company culture and then nurture it. Don't forget that future employees have immediate visibility of company recommendations from websites such as Glassdoor. Just as you snoop their LinkedIn profiles, they'll be watching – and judging - you.
Think like for like and implement an internal promotions scheme. If you’ve signed the culture pledge, and are committed to developing your company’s goals, culture and procedures, you can trust your team to grow with you. They know what you need. They can see where you're headed.
So, instead of sending an update across Slack for new positions, call your employees together and announce the role in person.
What you're looking for could be right under your nose all along.
Encourage your team to apply for promotions - if possible - and offer professional training courses, support and assistance to help your employees develop.
You've ticked the culture box and are proactively developing each individual member of your team. Great. They're trained, supported and confident in their roles. This is where referral incentives are a win win.
Keep it within the family and reward staff who have 'phoned a friend' and sent new recruits to your inbox with financial incentives or other rewards. This can speed up the recruitment process and let's not forget, it's cheaper than recruitment fees. Why not treat your staff to something a bit more personal - a couple of red-letter experience days, retail vouchers or even credit for their multi-media accounts?
Remember, your employees are the best ambassadors for your company; treat them well and you'll reap the rewards.
Post a job description that outlines role objectives and responsibilities, but remember to include your company culture basics as well the best bits. Give them something to want to wake up for and make work a happy place to be. Take a look at Michael C Bush's TedTalk on what makes employees happy at work.
Then think about what your employee-to-be may want from a role within your company. Put yourself in their shoes and ask:
Oh, and if your old recruitment ad isn't working, change it. Insanity is known as the process of repeating the same actions while desiring a different outcome. Step back and know when to shake things up.
It's not what you know, it's who you know. And we're not talking just formal and black-tie events here. Workplace culture is discussed at social soirees too. Dinner parties, club meetings, or even a casual drink after work.
It doesn't matter where you do it, the fact of the matter is that as human beings we constantly network, both consciously and subconsciously.
Think 6 degrees of Kevin Bacon and apply this to your contacts and influencers.