10 Tips to Attract the Best Talent

El mass recruitment changed radically with the pandemic, with a historic peak in turnover and then, when the waters calmed down, all companies began to have difficulty finding talent.

This difficulty in finding the best talent is still there, but the good news is that operating sectors have multiple options to boost their recruitment strategies. Implementing such strategies can help you hire the best candidates before your competition does.

Later, we'll talk about all of this, from making your brand attractive to using automation and artificial intelligence to coordinate recruitment.

Define “best talent”

While there are many ways in which companies define workers in talented operational roles, many would agree that they tend to share the following qualities:

• Fast
• Stakeholders
• Committed
• Recommend friends to attract quality operational talent

These are good characteristics for creating a definition of what it means to be the best talent. But there are other qualities that are just as important:

• Ambitious: These are the employees who work hard not only to meet your expectations, but also to exceed them. They have initiative and are willing to participate and experiment when they consider it necessary.
• Proactive: They don't wait for their boss to tell them what to do. When they see that there is some task to do, they do it and they do it well.
• Eager to learn: With your guidance, they will continue to build their skills. Eventually, their desire to learn will lead them to rotate in different positions within your company.
• Aligned with company culture: If a person has all of the above qualities but doesn't integrate with other members of your team, they may not have the performance of someone who fits easily with your company culture.

Why is it important to recruit the best talent?

Some of the reasons why it's crucial Hiring the best talent are obvious: these people will be more productive and less likely to rotate in the future.

Other reasons are less obvious. For example, employees who do not have the “best” qualities mentioned above are more likely to be more disconnected from their work, meaning that they are likely to work shorter hours, which would create a greater need for hiring to cover all shifts.

What's more, people who aren't the best fit for your workplace tend to demonstrate this, usually with negative attitudes or other problematic behaviors. In operational roles, such as customer service or gastronomy, this could make a bad impression on customers.

While the goal of mass recruitment is to attract lots of employees quickly, it's important to stay selective. When you recruit anyone who applies instead of the best possible talent, you can end up in a situation that dramatically affects you, such as: high turnover rates, high hiring and onboarding costs, and a bad reputation in the eyes of the clientele.

10 Key Strategies for Recruiting and Retaining the Best Talent

Recruiting and retaining the best talent isn't easy. A recent report indicates that 40% of employees globally They plan to quit their jobs in the next three to six months. While this means that your company is at risk of losing employees, it also means that many qualified candidates are entering the labor market.

Here you can see how to attract and keep the best candidates for the long term.

1. Cultivate a strong company culture

A Glassdoor Mission & Culture survey conducted in 2019 shows that more than 77% of people consider company culture before applying for employment.

The simple reality is that satisfied employees will talk about how much they like their workplace in the same way that dissatisfied employees will complain to their friends about the bad work environment. According to a study conducted by the Society for Human Resource Management, one in five Americans they say they have left a job in the last five years due to a bad company culture. A good culture helps to retain talent and build an attractive reputation for great future hires.

2. Establish a candidate pipeline

A talent pool is a stable flow of qualified candidates that you can use to choose when you have vacancies. If you have a good pipeline, you shouldn't invest so much time looking for the best talent. Instead, you can contact one of the candidates in your talent pool who you already know will be suitable for the position.

Here's a high-level approach to establishing your pipeline:

• Determine which roles are critical to achieving company objectives (including future growth and expansion plans) and align your recruitment needs with business strategies in mind.
• Find the right search methods that attract the highest quality candidates.
• Build (and maintain) relationships with candidates who stand out, even if you don't currently have an opening for them.
• It plans to recruit by others, especially in massive industries with a high turnover rate. This will help you stay one step ahead of the challenges that come with rotations, absences, and rejection of offers.

Are you looking for more effective steps to build your talent pipeline? Don't miss this useful resource.

3. Improve your application and recruitment processes

The biggest barriers to hiring the best talent are often in the recruitment process. To improve your recruitment strategy, consider doing the following:

Make your application process attractive

El 80% of candidates they abandon requests without finishing them. This is known as the “candidate abandonment rate” and usually happens when applications are very complex or time consuming.

To make your application process more engaging, make sure it's simple. In 2021, the 67% of requests were completed with mobile devices, and this number is expected to continue to rise. Make sure your website and application portal are easy to navigate from a phone.

It also simplifies the process of completing the CV as much as possible:

• It makes it easier to upload the CV and, to the extent possible, uses the information in the CV to fill in the fields of the application instead of having candidates fill in the same information.
• Consider not asking for a formal CV: many workers in operational roles don't have a formal CV, so applying for one may result in candidates not completing the application process.

Optimize your recruitment process

Many employers are turning to artificial intelligence to streamline their recruitment process. Companies are looking to optimize the pre-selection process by automating tasks and strengthening the possibilities of hiring quality candidates and, in turn, saving recruiters' working time.

Employed candidates will need to schedule interviews around their job hours, so be flexible. Video call interviews, particularly in the first round of interviews, are a good idea. This can make scheduling interviews easier: it's easier (and faster) to coordinate a video call to an in-person meeting, especially if the candidate is employed.

And when you have a new employee, make the onboarding process simple. Do as many tasks as possible before day one, such as filling out important forms and sending videos with tutorials. This will help make a good first impression and prevent unforeseen events on the first day.

4. Create compelling job descriptions

Think of job descriptions as advertisements. They need to capture the attention of candidates and push them to apply. Here are some practical tips on how to create incredible job descriptions:

• Attract your readers with a first sentence that catches their attention.
• Skip generic language and show off your company's personality.
• Write in the second person using statements with “your”.
• It enhances the qualities of the company. Qualified candidates will know the basic questions of the position but they don't know why your company is better than the competition.

5. Boost your brand reach and reputation on social media

Social media should be a vital part of your marketing strategy, including your employer brand.

• Post testimonials from your employees to share the positive environment you've created.
• Share company events, recruitment events and other networking opportunities.
• Don't be shy. Get in touch and connect with the best talent in order to build a good relationship.

Since social networks work in different ways depending on the industry, it's important to consider which platforms your audience uses the most. Focus on building a credible and active presence on these sites where your audience is located. Create posts that showcase your company's personality and reflect why it's an incredible place to work. Engage with your followers by responding to comments and messages quickly and effectively. With these internships up to date, after a while, you will see results when you post a vacancy receiving many qualified candidates.

6. Build a high-quality pipeline

We've talked about how to build a good talent pipeline. To do so, you must work with a robust talent pool. The next step is to polish the pool to consistently have great new hires.

KPIs will be your ally. Keep track of the sources that produce the right talent and the talent attraction and recruitment techniques that bring in the highest number of qualified candidates. This will allow you to continuously adjust your approach and, ultimately, attract better candidates.

7. Take advantage of your employees

If you want more people like them, an employee referral program is one of the best ways to find these people. Offer incentives to encourage your employees to make recommendations from their acquaintances.

There is research to suggest that an employee referral program can On some occasions affect diversity. However, the advantages of a good employee referral reduce costs, recruitment and onboarding time, and attract employees who are more likely to stay with the company in the long term.

8. It offers flexibility, good benefits and overtime

People are more likely to work in companies that offer great benefits than companies that offer basic pay. In a report called”Attracting and Retaining Hourly Employees and Their Managers”, Legion shows that 82% of the employees surveyed say they prioritize companies with benefits such as better communication and a flexible scheme.

If you really want to boost your recruitment tactics to attract talent and stand out from your competitors, it offers additional benefits such as:

• Work flexibility
• Good benefits package
• Overtime pay
• Many paid vacation days and sick days
• Learning and Skill Development Opportunities
• Development and growth opportunities

When it comes to operational work, the reality is that you may not be able to offer some of the most sought after benefits (such as a flexible scheme), but you can offer other benefits that compensate for them. Doing so will position you above your competition and allow you to attract the best candidates.

9. Identifies passive candidates

Passive candidates are not active candidates but may be interested in changing jobs if a good opportunity arises. They may be some of the most lucrative candidates since, in general, you can hire them quickly without using job boards or job postings

When you identify these types of candidates through references, networking or social networks, save their information and keep in touch from time to time. When you have a vacancy and one of your passive candidates seems ideal to you, contact them to find out if they are interested.

10. Automate your recruitment process

The recruitment process can be a heavy burden for recruitment managers and human resources areas. La automation and artificial intelligence can cut repetitive task times so you can focus on the human side of recruitment, attracting the right candidates quickly and effectively.

Las automated recruitment platforms can help companies to:

• Distribute job postings on job boards and social networks.
• Coordinate communication and agenda with candidates.
• Use chatbots to provide status updates, scheduling tools, and help
• Monitor and follow up on networking opportunities
• Filter candidates by skill set based on keywords and experience.
• Automate background checks.

With Emi's automated interview scheduling tool, Burger King was able to recover up to 10% of the time of its branch managers and HR teams who previously spent filtering, scheduling and coordinating interviews. In the process,they improved their hiring time by 30%! Danone also used Emi's AI to score candidates and identify the best talent, and schedule interviews immediately, increasing the number of candidates sought by 5x. Learn more about how to benefit from AI in the recruitment process.

Succeed by recruiting the best talent with Emi

Are you ready to see how we can help? Emi helps you interact with candidates, personalize those interactions and boost your recruitment results. We can help you hire quality candidates faster using sophisticated automation, analytics data and artificial intelligence.

Request a demo Here to learn how you can achieve better results in mass recruitment with Emi.

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