 Growth companies cannot afford to wait three months to fill a key position. They need young talent, lots of it - and as quickly as possible, so that they can drive growth. These talents should have the right skills, be committed and, of course, fit into the company culture. Not an easy task.
Recruiting has changed a lot in recent years. In today's applicant market, top talent decides for themselves which company they would like to work for - not the other way around. You won't get very far with traditional recruiting methods such as job advertisements in the major job boards. The young generations Y and Z in particular need more to become aware of your company. Today I will show you six alternative recruiting strategies that will help you efficiently and precisely attract the talents for your company that will drive your growth company forward. Recruiting strategy #1: Recruit mobile-first! Millennials and Generation Z organize their entire lives via smartphone. Take advantage of this behavior and make your recruiting process mobile-friendly. This not only makes it easier for talented people to apply to you. Mobile-optimized websites and career pages are also rated better by search engines. This means that your career page will end up higher in Google search results and will receive more attention from potential applicants. A few tips that will help you get started with mobile recruiting:
Recruiting strategy #2: Retain talent before they enter the job market. Don't wait until young talent enters the job market and you have to compete with hundreds of other companies for their attention. Build trusting relationships with your future employees before they even start looking for a job. Student job portals such as jobvalley , connecticum or studentjob are good platforms for getting to know your employees of tomorrow early and without obligation. If you have found someone who convinces you, continue to cultivate the relationship even after the temporary job ends and make this talent an offer they can't refuse at the right time. Recruiting strategy #3: Use smart recruiting technologies. Many HR processes can be improved or automated using artificial intelligence. Self-learning algorithms like these offer great opportunities, especially in recruiting - for companies and applicants. AI applications have the potential to speed up and simplify your application process and also increase the chances of a "perfect match". Helpful AI applications in recruiting are:
Recruiting strategy #4: Offer video and voice applications. Since COVID-19, companies have become more video-savvy than ever. Video is also an excellent additional opportunity in recruiting to get to know applicants personally. According to a Bitkom survey, three out of four companies are already using digital job interviews via video call. Most companies have so far used classic video providers such as Microsoft Teams, Skype or Zoom. If you want to take your video and voice recruiting to the next level, you should look at video recruiting tools like Talentcube or voice-controlled chat application tools like Talk'n'Job . Recruiting strategy #5: Activate passive applicants. Instead of placing job advertisements and hoping for suitable talent, actively search for suitable candidates and contact them directly. 85 percent of all employed professionals worldwide would be willing to change jobs. Use this passive talent pool as a source for your recruiting. On LinkedIn, for example, you can create a recruiter profile and use it to search for candidates who match your exact requirements - without your name appearing in the search results. This way, you can send direct messages to suitable candidates who currently have a job but might be willing to change companies. Tips for contacting us:
Recruiting strategy #6: Search specifically in niche job boards. You don't always have to use the big job boards to find suitable applicants. Niche job boards are an excellent tool for segmenting the employee market. These platforms may not be as busy as big job boards, but they are great for hiring experts in specific fields. An added bonus: they are also more affordable.
Conclusion You have 5, 10 or even 50 vacancies to fill – preferably today rather than tomorrow. As a growth company, you can no longer make progress with conventional recruiting methods.
https://justgrow.eu/blog/ If you're interested in reading more of Olaf articles please visit the website link above. (Please note that Olaf's site is in German but Google translate does an excellent job of instantly translating it to English.) How can you have more A-players in your company? To find out how to have stronger talent and leaders to grow more easily, quickly and profitability, AND enjoy the ride, try our complimentary Agile Growth Checklist. This self-service questionnaire takes 5 to 10 minutes to complete. You'll receive the checklist with your responses immediately. Within 24 hours, you'll receive a compiled report highlighting areas to improve. Complete section 2 to check your talent processes. Or complete all 7 sections to find out how your company is doing in each of the 7 areas needed to produce more rapid, profitable and sustainable growth. This report is complementary and involves no obligation. Comments are closed.
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