Reality can be a harsh slap in the face sometimes. Whether you’re a recent college grad sweating over bills for the first time or are a resident of a city that gets the type of winter weather that literally feels like mother nature is punching you in the nose (cough, Chicago), reality is quite the wake-up call.
As 2015 begins, many companies will be searching for new employees to fill vacant and new positions. This task can be somewhat stressful if you don’t have the right hiring resources or assistance from your own company. If you’re a hiring manager, it’s crucial to understand the reality of the hiring process: if you’re not finding the right candidates, you’re doing it wrong.
If you’re having a difficult time finding candidates, there’s no need to panic. There are several different ways to sharpen your hiring process to make sure you attract and retain qualified candidates. According to Roberta Matuson, contributing writer at Forbes and self-described “Talent Maximization Expert,” there are five ways hiring managers can improve their processes. Each step includes evaluating what you’ve been doing and why it hasn’t been working. Matuson’s advice is accurate and easy to execute if done with honest effort.
5 Ways To Attract Talent
- “You need a talent strategy.”—For every goal, there’s a game plan. If you don’t map out what you’re aiming for, you’re never going to find it. Try strategizing a realistic plan that’ll put you in the right situation to find applicants. If you have no idea what to do, just do some research. There are plenty of resources out there that are beneficial.
- “Take action.”—If you want to accomplish something, you have to actually do it! Find the motivation you need to get the job done. It’s your duty as a hiring manager to get quality talent, so why not do it to the best of your ability? Show your managers why you might deserve that promotion or recognition for your hard work.
- “Put your money where your mouth is.”—This can be advice for almost everyone, no matter who you are or what you may do for a living. If you truly want to find the best applicants, you’ll need a data-driven platform that can help you do so. Hiring platforms with the right software and resources might cost money, but are definitely worth it if you want to save time and effort in your search.
- “Set realistic expectations.”—Just like your strategy, you need to be realistic with what you expect to get out of your recruiting and hiring. If you’re doing this on your own, posting your open positions solely on your website, then don’t expect to see a whole lot of completed applications in your inbox. On the other hand, if you’re paying for a hiring platform, then you should expect hundreds of applicants every week.
- “Develop your entire team into talent magnets.”—Matuson mentions the importance of all employees being a part of the hiring process in her article. Referral programs that offer incentives are a great way to get employees involved in the process. Self-promotion may not always work, but in this case, it can’t hurt!
It’s always best to take a step back and look at what you have before you lay your cards on the table. Even if you don’t like what you see, it’s essential to realize where you’re in the process of completing a goal. So when it comes to finding the best-fit candidates and restructuring your hiring process, don’t be afraid to let reality bite you (or the polar vortex; it builds character…lots of character)!
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