Here we are again, in a candidate-driven market. As an employer, to survive these challenging times you must, first and foremost make sure you have the right employees in your team.
“As a business owner or manager, you know that hiring the wrong person is the most costly mistake you can make.” Brian Tracy
You need to know where to position yourself in the marketplace to ensure you are attracting the right candidates and not wasting time sifting through irrelevant cvs.
So where do you start?
1) Know your data, do you know:
+Your recruitment goals, your desired headcount and your planned timeline?
+Your conversions; How many cvs will get an interview, how many interviews will lead to an offer, and how many offers will lead to a start date?
You have to know your data to ensure a simple and efficient recruitment process. Without this, you will never know if you are on track and if something is not working, what it is how you can fix it.
2) Who is your candidate profile and where can you find them?
You don’t always have to believe that you need candidates with experience to ensure you are growing an elite sales force. Most of the candidates we place for our clients have little to no experience and they are some of the highest achievers.
So how do you know who the right candidate is?
It’s simple, look at your top performers, these are the types of people you need to be hiring.
Now, you need to find them. They are plenty of options, LinkedIn, and Job boards, on your website but the most effective way to find the right people quickly is partnering up with a specialised recruitment agency.
Why?
They have a database full of candidates among a huge talent pool in other areas. They take all the recruitment work off your managers so they can focus on bringing in the results that you hired them for. And most of all? There is no fee unless a candidate is placed that you have met and agreed to.
“Sourcing and finding people is the most important. You can’t recruit, message, or network with someone you haven’t found.” Glen Cathey
3) Make sure you are keeping up to date in the marketplace to ensure that what you offer is attractive.
With so many changes over the last few years, it’s imperative to adapt and change to stay above the rest. Not only will this help attract the right candidates, but it will also help you retain them.
4) Communicate your company values and DE&I
Candidates want more from a job than a paycheck. They want to be involved in something that aligns with their values, something that they are passionate about and that will give them the work-life balance they are seeking. They want transparency, diversity, equity, and inclusion not just said, but shown.
5) Well-written job ads
You can post your job ad in all the right places but unless it is well-written, you will not attract who you are looking for. A well-written job ad needs to be clear, including job title, responsibilities, perks, bonuses, salary, who the right candidate is and what you expect, career progression, company values and the company’s mission.
Writing “competitive salary” instead of giving salary or expected OTE is not going to get you many clicks. People want to know exactly what the job entails and what they can strive for even in a self-employed sales role.
CV DROP OFF