By Ryan Jackson, founder and CEO of Culture First Recruitment
In an ever-evolving employment landscape it’s imperative for businesses to attract the right talent, despite the methodology being less than cut and dry. With the growing need for organisations to adopt a strategic approach to recruitment, it’s vital that well considered strategies are put in place, so that the roles available appeal to the best candidates. Ryan Jackson, founder and CEO of Culture First Recruitment explores a talent checklist that can help businesses do just that:
Clear and detailed job descriptions
The cornerstone of attracting the right talent lies in crafting clear and detailed job descriptions and it’s essential to articulate the roles, responsibilities, and expectations for each position. Surprisingly, many organisations overlook this and it’s crucial to make your business stand-out-from-the-crowd. Apply the same level of focus and strategy to this area of your business, equal to that for your sales and new client generation, and you will reap the rewards.
Clear definition of who you are seeking aids candidates’ understanding and ensures that your efforts are focused on people possessing the right skills and qualifications. Today, candidates seek more than just a job and are looking for an inclusive and dynamic environment place to work. Emphasising your company’s culture, vision and values therefore can significantly influence the decision-making process for them. Be sure to communicate this via the various touchpoints such as your website, social media and recruitment materials, to highlight the uniqueness of what you’re offering.
Competitive and desirable packages
Offering competitive salaries and added benefits is a fundamental aspect of attracting the right candidates. Research industry standards and make sure that what you are offering not only aligns with, but exceeds market expectations which in-turn will enhance employee satisfaction and retention. Other things to consider in terms of perks and benefits, are hybrid working and performance related rewards, gym membership, retail shopping discounts, an end of year celebration, an extra day off for a birthday, voluntary workdays, flexible working, sabbaticals or nomadic working policies that offer people more freedom are becoming more widely used. By doing this, your people will feel empowered and you will see them go over and above in their day-to-day working efforts.
Harness word-of-mouth
Harness the power of word-of-mouth and encourage your current employees to share their experiences about working with your business or organisation. This offers genuine insights into the workplace culture and can have a huge influence on candidates who are researching your company.
Personal and professional growth
Talented individuals are often motivated by the prospect of personal and professional growth. So it’s important to clearly communicate the opportunities for possible career advancement. This is likely to include things such as training programs, mentorship initiatives, and tailored career development plans which will all contribute to the appeal of your company to ambitious candidates.
Streamlined processes
A prolonged recruitment process can discourage top candidates who may opt for another position if things are taking too long. Make your hiring processes and procedures efficient and effective by responding promptly to applications, conducting timely interviews, and providing clear communication throughout. Doing this can leave a lasting impression on candidates and don’t forget to gauge feedback from them wherever possible.
Adopt diversity and inclusion
Creating a diverse and inclusive workplace is not only ethical but also crucial for attracting a broad range of talented people. Why not display your commitment to this by featuring it in your recruitment materials or on your website or through PR, and emphasise the value of the variety of perspectives and approaches across your teams. In the competitive world of talent acquisition businesses now more than ever, must adopt attraction strategies to position themselves as desirable employers. It’s also important to remember that the task is not just about filling positions; it’s about building a team that propels your organisation and contributes to its ongoing success.
