How to Attract Top Talent

Strengthen Your Recruiting and Hiring Practices

Grab your copy of the full guide here

As we start filing back into the office there is a noticeable shift in the candidate market. There are more opportunities to fill in roles that were geographically challenging before. Now that we have a grasp on how to operate successfully in a virtual environment, there is a larger pool of well-qualified candidates to choose from, right?

Well, how do you find the right candidates for the right role?

You might have heard that finding the right hire is kind of like dating.

The processes are very similar.

• There are online websites and apps where you can meet your potential mate.?
• There are friends that can set you up with a date to meet them for the first time.?
• You’re looking for that special someone who shares the same values and gets along with the people that are within your circle.?

Sure, there are job boards out there, and they are really great for bringing in resumes. The downside is sometimes there are so many to choose from, and a lot of resume submissions aren’t qualified for the position. Then there is the upkeep with your postings, making sure they stay relevant and up-to-date. There are some job boards that are more productive at reaching people, successful in attracting potential candidates to the job board, and well known. Then there are others that are either just starting out or have become too dated for keeping up with the candidate pool. It can be confusing which ones to choose.?

We suggest using job boards that are easier for you to maintain. Use more than one. That way, you have a broader reach and will appear more often than just sticking to one.

Remember to keep these 3 factors in mind when creating a job posting:

1. Keep it simple – You don’t want it to take more than 5 minutes to submit an application.

2. Make it responsive – There are a lot of applicants that use their mobile devices to apply. You don’t want to lose people because your application is challenging to complete with a mobile device.

3. Define the responsibilities of the job clearly – Eliminate the guesswork when it comes to job responsibilities and makes them clear, concise, and realistic. Don’t include requirements that are beyond what you expect of the person filling the role.?

We can’t stress enough the importance of NETWORKING. The people that you already have on hand are great resources for seeking out prospects. You never know if someone might know a well-qualified candidate whom they can reach out to through their own social network. Attend hiring events to meet people that you know are looking for a career or a career change. Engage with them and get them excited at the prospect of working with your company – this is a great way to bring attention to your company and engage with candidates so they can understand the culture and envision working there.

The process can be time-consuming and pile even more on your plate. If you aren’t specifically a recruiter or have an internal recruitment team to do this for you, use a tool like Attract & Hire . By having the recruitment process expedited, you can focus more time on high-priority business tasks.

Simplify your talent management with three major benefits using Attract & Hire :

? Reduce time to hire - Post to hundreds of job boards in seconds + automate key recruiting and hiring tasks to speed up the hiring process

? Attract better candidates - Improve the applicant experience + increase the applicant pool by using available features designed to improve job posts + engagement

? Streamline hiring & onboarding - Store applicants' info — from initial application to onboarding documents — in one place accessible to the whole hiring team

Grab your copy to discover our secret sauce to strengthening your recruiting and hiring practices. No spam emails, just monthly check-ins :)