Attracting and Recruiting the Best Talent for Your Business
Depending on the size of your business, sifting through applications of unqualified candidates can be either a minor inconvenience or a full-time job. It’s hard to tell if people are just hopeful or if they really don’t understand what they’re applying for. If you’re tired of reading bad applications, here are some tips on attracting and recruiting the best talent for your business.
1. Make the application process simple
Serious and qualified job seekers are turned off by complicated processes. When a qualified job seeker runs into a complicated application process, they often will move on to the next posting. To avoid losing top talent before they have submitted their application, make sure your application process is simple.
If you accept applications online through a web form, make sure it’s mobile friendly and easy to understand. Also make sure your form doesn’t reset all fields to a blank state if the submission doesn’t go through. Nothing is more frustrating than having to re-enter the tedium requested on an online application.
2. Qualify your applicants
It’s common practice to filter candidates by asking specific questions on the web form that puts them in your database. For example, say you only work with leads making $60,000 per year or more. Ask them to specify their income level and simply filter out leads that declare a salary of less than $60,000 per year.
Similarly, sales letters often declare who a product is for and who it’s not for. For example, say you’re selling a search engine marketing course. You might say the course is for people who are willing to invest a minimum of $1,000 per month for six months. This statement will automatically filter out the tire kickers and people without a budget.
Who is your ideal candidate? Do you want someone who knows they’re not perfect, but is willing to give their all anyway? Are you looking for technical skills over personal skills, or are you more concerned with hiring someone who will be well liked by the team?
Whatever your qualifications are, be specific in your job posting. For example: “This position is not for you if you place perfection and data over personal relationships.” Or: “This position is for people who are willing to adapt to rapidly changing rules as dictated by corporate.”
3. Make it clear that workplace safety is a priority
Prospects want to know they’re applying for a job that takes safety seriously. Unfortunately, many job seekers have worked for companies that don’t prioritize safety. A job seeker just out of an unsafe situation might skip over your listing if it sounds like the same old routine. However, you can point out you take workplace safety seriously and even describe your safety training efforts.
More articles by AllBusiness.com:
- Don’t Write Another Job Description Until You Ask Yourself These 4 Questions
- 13 Important Soft Skills to Look for in Job Candidates
- How to Check a Job Applicant’s References
- 10 Ways to Attract Young Talent to Your Company
- 12 Things Startups Should Consider When Buying Health Insurance
- Tips for Interviewing Potential Employees
4. Offer worthwhile benefits and perks
When attracting and recruiting the best talent for your open positions, you should offer benefits and perks that are worthwhile to applicants. Regular cash bonuses, raises, prizes, and stock options are just some possible perks you could offer.
Health insurance used to be a benefit; today it’s a necessity. Still, not everyone offers it. If you’re going to offer health insurance, make sure the plan offers good coverage. Don’t just buy the cheapest plan—buy a plan that covers your employees.
Other benefits you might want to offer relate to the job. For example, you might let employees work remotely three days per week or even permanently, depending on the position.
5. Get sneaky
If you want a detail-oriented employee, create your job posting in a way that will tell you if a person has read it all. A common (and effective) tactic is to place a requirement at the end of the job posting like, “Please begin your cover letter with the line “I love web design.” Immediately disqualify anyone who doesn’t begin their cover letter with your required phrase.
Attracting and recruiting the best talent is a marketing job
Think of generating qualified applicants as a marketing job. You have to convince the right people to apply, and deter the wrong people at the same time. Next time you post a job opening, put your marketing hat on. You’ll get better results and fewer spammy applications.
RELATED: 3 Proven Ways to Attract Top Talent to Your Company
