Once you’ve nailed down your brand message across platforms and within your community, it’s time to start looking for your ideal candidate. Ask your leadership team what their ideal candidate looks like. From their responses, craft a persona that matches their wants and needs. Now, you can begin to find similar people on social platforms, within your database, and within your community.
Once you’ve found these ideal candidates, it’s important to reach out to them! Figure out what they are looking for in a company, and what role might be best suited for them. We’ve seen this proactive recruiting strategy be extremely effective for our clients, but we’re not finished!
As you’re searching for potential candidates, it’s also important to continuously build a talent pool. At Culture Works, we utilize our vast talent network to help our clients hire employees who align with their values and needs.
Consider the candidate experience
While yes, you are evaluating candidates during the recruiting process, they are also evaluating you, as an organization. Your recruiting strategy should aim to make the candidate experience easy, clear, and enjoyable for all applicants from start to finish.
This begins with the position description. Ensure your description of the role is accurate and detailed surrounding your needs as a company. Interviews and outreach should be personal and should show the candidate what it’s like to work with your team.
Ask specific questions related to the candidate that shows you’ve taken an interest in their application. It’s important to be honest and upfront with all candidates. It’s important to let them know if they are a good fit for the role.
Check their references
Sometimes when you’re so excited to get a role filled you bypass checking the candidate’s references. While you might think this can be an overlooked step, their references actually provide valuable information. It can be the difference between hiring an honest, hardworking, and qualified employee, or hiring a problematic, dishonest, and fraudulent employee.
A candidate’s references can offer some hidden truths about your candidates, that you may not get otherwise. Getting an outside perspective is essential to your success.
Hiring and Onboarding
As you begin the hiring process, ensure you share a clear start date, salary, benefits, and other details related to their role.
You’ve made it to their start date, yay! Now the real employee retention begins. The onboarding process is an important final step in crafting an effective recruiting strategy. Good onboarding can get your new hire started on the right track.
Make sure training documents, presentations, and paperwork are ready for them on their first day. Once they’ve started training ensure they feel comfortable asking the team questions.
Hiring new employees can be one of the most exciting times for a company! Ensure that your organization is set up for success with a recruiting strategy that ensures value and role aligned employees. At Culture Works, we understand the importance of your company culture, and we want to help ensure it remains intact. Contact us today to see how our recruiting specialists can help your company grow!
