The identical hiring challenges remain in todays world.
Firstly you need to insure that there is a competitive advantage to attract top talent. In the present economy, there are numerous good candidates actively hunting for a new position. Nevertheless the task of attracting top talent by presenting your company’s competitive advantage, sourcing the top candidate pool and differentiating among top talent have not changed.
The aim is always to hire the absolute best candidate. Knowing that, we’ve got conducted research to find out which the American workforce wants within an employer. Is that individuals wish to work for companies which possess a good reputation, high ethical standards and powerful leadership. The findings individuals research also identified company benefits, competitive salary, bonus programs, company matched 401(k)s, equity and advancement opportunities as very important considerations.
Based on that information, in order to attract top talent you have to define and communicate your company’s competitive advantage as a way to attract and retain top talent.
Next, you should identify and partner which has a search firm that’s reputable, knowledgeable and extremely connected inside your industry. Nobody knows the use marketplace better than a specialist, industry specific recruiter. They’re able to access hidden talent which will not be found by newspaper ads, job boards or applicant databases.
A recruiter will cast a bigger net to get qualified candidates. After evaluating the candidates awards and achievements, stability, progression and personality fit up against the hiring profile specifications the recruiter will recommend a short list of top talent to get interviewed. It’s beneficial for you to deliver the recruiter any internal referrals. This may confirm consistency in the screening process and ensure you are indeed seeing the most notable talent.
An organized, planned and well organized interview process will significantly boost the probability of hiring top talent. Determine the key competencies before the interview. Next, develop interview questions around these key competencies. Take a good look at your company culture and develop questions which will identify whether there’s a cultural fit. Ask precisely the same behavioral based inquiries to each candidate and compare what each candidate says to ascertain strengths, weaknesses and locations you’ll want to ask follow-up questions.