Did you know that around 65% of employees are on the prowl for new employment? If you’re hoping to poach some great talent, there’s never been a better time to enhance your recruitment strategies. With the right team in place, you’ll be able to improve your business operations and potentially your revenue.
Read on to learn about 9 great recruitment techniques!
1. Offer a Fair Salary
When it comes to recruitment tips, a big one is to offer a fair and competitive salary. This is especially true for candidates transitioning within their current industry. They’ll know if they’re receiving a low offer!
Instead, do research on the competition to know what you need to offer to be competitive. After all, in a buyer’s market, you might not be able to get your top-choice candidate.
And consider getting help from experienced recruitment specialists with knowledge of your industry. For instance, operations recruiters will know how to track down the best manufacturing candidates. And they’ll understand what fair wages should look like.
2. Give Good Benefits
A good benefits package should include a retirement plan and a health insurance plan. Outline what full-time employees will get during the recruitment process.
Take stock of your organization’s benefits and ask employees for feedback. Administering surveys is a great way to collect feedback from employees.
For instance, ask them how they feel about their current 401(k) retirement plan or health insurance plan. Similarly, one-on-one meetings are another way to show employees that you value their feedback and want to make benefits better.
3. Add Regular Rewards and Bonuses
If you don’t have the funds to offer regular large raises, go with quarterly bonuses. New employees will love knowing that they can get a quarterly bonus of 4%, for instance, if revenue hits a certain benchmark.
Similarly, offer bonuses to members of the sales team when they hit a specific number of accounts. Short-term goals with smaller monetary amounts attached to them can be very attractive. And they’ll help keep the momentum going!
4. Provide Perks to Incentivize Joining
Offering a wellness stipend is an easy way to show you value work-life balance. New employees will appreciate having $500 or more at their disposal to spend on gym memberships or fitness equipment.
Tell candidates that you offer monthly meals for free with team members. And host a catered holiday party and summer excursion each year to build camaraderie among employees.
5. Make Your Culture the Centerpiece
When you hire employees, you want them to be on board with your company culture. Make your mission statement clear on application materials. And show how it is reflected in anything from team meetings to seminars.
Employees who see a positive work environment that prioritizes mutual respect and ambition might be more likely to stay!
6. Present Flexible Work Schedules as a Possibility
Once the pandemic started, every workplace had to adapt to the reality of remote work. And now it’s almost become an expectation that employers will be willing to allow at least some hybrid work. To help your organization stand out from the crowd, make sure applicants know you’re willing to be flexible.
You don’t have to guarantee remote work from the starting day. But make sure your job ad indicates it’s a possibility after a probationary period. Or if a fully remote schedule isn’t your preference, at least be willing to offer flexible hours and a day or two each week of remote work.
7. Use a Referral Program
Another great way to hire employees you want to keep is through an effective referral program. With this type of recruitment strategy, you’ll ask current employees to refer potential candidates.
Since internal employees have a good sense of the company culture, they may have a better sense of who would make a good fit. They also might be connected to people in similar roles at similar organizations. And those individuals will be better suited for the role.
Provide incentives to participants in the referral program. A one-time bonus or stipend can be enough. Plus you’ll save time by not having to conduct as many interviews or sift through a heap of applications.
8. Add Continuing Education to the Mix
Continuing education opportunities can include seminars, guest lectures, and certificate programs. They also can include conferences and collaborations. These opportunities show that your organization is committed to ongoing learning, and they can help persuade a candidate to sign on.
9. Mentor New Employees
Mentorship programs can be another perk to attract top talent. This can be part of an onboarding process. This should be someone not in a supervisory role, and the person should commit to monthly check-in chats over coffee or lunch.
Additionally, let employees know that continuing education could help position them for promotions. Current employees and applicants alike want to know that there is room to advance internally.
Offer an internal internship program, for instance, to let current employees in one department shadow peers in another. For a customer success manager who wants to get into project management, an internship could open that door. And if you’re happy with your customer success manager, you should be happy to help them move up the food chain internally.
Pursue the Right Recruitment Techniques
The best recruitment techniques will help you land qualified and eager employees ready to help you succeed. Be flexible in allowing the possibility of remote work, and offer a fair salary and benefits package. Emphasize a healthy company culture and assure candidates that they will have opportunities to advance in the organization.
When you need more recruitment tips, come back to find fresh and informative articles!
