Social recruiting
Social recruiting is gaining popularity as recruitment companies are increasingly using it to improve their talent acquisition strategy. A multitude of platforms such as LinkedIn Recruiter, Facebook, Twitter and Instagram are available to attract and recruit potential candidates; yet, to date, none of our guests had experienced any measurable success recruiting via this method. A company’s social media presence could be responsible. A small following would mean your messages wouldn’t be seen by a huge audience.
Candidates are now more likely to visit your company’s pages to find out what your company culture is like. Posts showing team nights out, environmental stance and any charity events that you’re involved in help build a picture of what it’s really like to work for your company. Employer branding and being active on social media helps employers retain new employees as they’ll know what they’re walking into when they accept a job offer.
Job seekers are also using review sites to evaluate a company’s reputation. One strong indicator is your Glassdoor rating. If your company’s rating is low, then it’s worth taking action. While there are no quick fixes, you can begin by listening to your employees and investing in your company culture. If done correctly, this can translate to higher employee satisfaction which will hopefully be reflected in your Glassdoor rating.
Speed up your application process to win in a candidate driven market
There has been a huge shift in the method by which candidates are applying for roles. Just like Amazon is setting a new level of expectation amongst consumers with their one-click purchase model, candidates are now expecting their job search to be a lot slicker with the one-click application process offered by many recruitment companies.
They’re also not expecting multiple interviews either. One way of succeeding is by scheduling both the first and second interviews at the same time – this will show candidates that you’re serious.
Removing qualification bias for entry level roles
When you see the term ‘graduate’ chances are that you’re thinking of someone who’s just finished university and is looking to step into their first corporate role. But that’s not the case. When a job is labelled as graduate it doesn’t necessarily mean they need to be fresh out of university or hold a degree, but simply that they are looking for a junior level role. It’s therefore worthwhile to have another look at how you’re labelling your jobs to avoid any misconceptions of who is suitable for the role. Removing this could give access to a wider talent pool.
Fine tune your selection process to recruit the best salespeople
If you want to recruit top sales talent, you need to move fast as the demand for talented professionals is high. A lengthy selection and interview process could have a negative impact on your ability to attract the best sales talent.
The balance of having a long enough process to find the right person for the role, and a short enough process to not lose them can be somewhat tricky. Don’t forget that candidates are also getting other offers during this time and if your recruitment process is too lengthy, you risk losing them. Reducing the number of days or weeks between different steps in your interview process could make all the difference.
There are a few ways of speeding up your recruitment process so that you don’t miss out on securing the best possible candidate for your business.
Be clear on the role you’re recruiting for to make it easier to identify the right person for the job and aim to recruit the best talent for the role by being realistic. For example, if you’re recruiting for a junior role, don’t consider applicants that are highly experienced or in a more senior position. Be selective when it comes to your shortlist; the more candidates you have the longer your recruitment process will take. It is also important to keep your candidates interested by providing feedback at every stage of the process as those who think they stand a chance of being offered the role are more likely to put their job search on hold and focus on your opportunity. If they’re not sure if you’re interested, they’ll be more open to an approach from a competitor. Finally, managing candidate expectations is key – they are more likely to stay with you through your hiring process if they know what to expect.
Association of Professional Sales
How attractive is the word ‘sales’? Do you think that this is a common career choice or that people simply end up in this field? Things are swiftly changing in this market with the advent of the Association of Professional Sales (APS) whose aim is to make sales a career of choice. With professional representation, a range of qualifications and a defined career path, we can make this an attractive market for young professionals to enter and begin their career.
If you are looking to extend your team and want to ensure you’re hiring the people who want to progress with you, get in touch with us here.
