As Hiring Managers or Team Leaders, we tend to treat recruitment as an oversight. It falls under our responsibility but we have someone else who is tasked with managing the process and as a result, our perception of the impact we have over the whole lifecycle is at times over seen. As Hiring Managers, we have to understand that we are the gatekeepers in this process and the final decision falls with us.
We have to be aware that this is an important role that requires attention to detail and a sense of urgency when it comes to filling jobs. If you’re not careful, you could miss out on the perfect candidate for your team and waste valuable time in the process. But don’t worry—we’ve got some tips here for recruiting top talent into your organization!
Compelling Job Descriptions!
One of the first things you can do to get top talent interested in your company is to create job descriptions that compel top talent to want to work for you.
The best way to do this is by showing that you understand the role and the skills needed for success in it, how it fits into your company’s mission and values, how it contributes to your company’s success, and how your team will support their growth and development. Remember that the job description is sometimes the first introduction to your company for the potential candidate so having a job description that is well-written and straight to the point is of utmost importance. Also, understanding what skills are must-haves for the individual to succeed and nice-to-have is important and these should be clearly differentiated between in the JD.
Employee Referral Programm
Employee referral programs are the best way to hire top talent. They’re one of the most effective ways to find people who are a good fit for your company because your employees know what it’s like to work at your company and can recommend people who will fit in. Not only that, but they’re more likely to refer people they know, so you get a better pool of applicants.
When a new vacancy becomes available in your team, discuss it with the team members, understand what the ideal person looks like and take the opportunity to encourage your team members to refer anyone they feel would be eligible for the role.
Create an Engaging Candidate Experience
Regardless of what you think about the candidate’s skills, hiring a bad fit can have a negative impact on your Employer Brand. If the applicant has a poor experience, they’re more likely to share their story on social media or in an interview with another company. This is why it’s so important for recruiters to focus on creating positive experiences for candidates during the recruitment process.
The likelihood is that as a Hiring Manager, you won’t be the one giving the negative feedback to the candidate but it’s still crucial to sit down with the recruiter and highlight what didn’t work out and what was lacking in the interview or candidate’s experience. Equipping the company’s TA team with the right feedback to provide will have a positive impact throughout.
Hire Internally
A great way to find new hires is by looking at your current team. Start with the people who are already passionate about your industry and have the skills and experience to do the job. Then see if they’re willing to learn new skills by taking on a different position in the company, whether that’s within their current department or another one entirely. And finally, look for people who can contribute to your company culture: Did someone recently attend an industry conference? Did someone take on leadership roles with local organizations? Did someone just earn her MBA or PhD? These kinds of things show that a candidate cares about growing professionally, which will help them grow as an employee at your company too!
Diversify your workforce
Diversity is important for a number of reasons. It helps to create a more inclusive environment, which can help your team build trust and improve communication. It also helps to build a better team by bringing together people with different perspectives and experiences, who will challenge each other’s thinking and find new solutions to problems. Diversity also attracts top talent, which improves the performance of your organization over time. Finally, diversity improves company culture—meaning that everyone will be happier at work and less likely to leave early or take long breaks from their computers!
As a Hiring Manager keep in mind that you’re not only hiring based on experience and education but also based on personality, attitudes, and aptitude.
Work closely with HR Professionals
HR professionals can help with everything from job descriptions to employee referral programs and also serve as a valuable resource for creating a strong employer brand. They’re also great at helping you diversify your workforce, which will be especially important as the recruitment market continues to grow more competitive. HR can also give you valuable insight into the employment market to understand better what talent is available.
As Hiring managers we understand that you have a lot on their plates, but you can’t forget about the hiring process. It’s important for you to work with HR professionals and other departments within the company to ensure that they’re attracting top talent. The tips listed above are just some of the ways that you can improve your recruiting efforts and find better candidates who will fit in with your organization’s culture.
If you need support finding top talent in this candidate-driven market, reach out to us at careers@tailwag.com.mt to find out more about how we can help you find the next top recruit!
