Top 5 Recruitment Secrets to Attract Top Talents in 2022

Does your hiring process generally consist of posting a job opening and hoping the right applicant will apply? Although there are many recruitment tactics, post and pray are the worst. Need some better suggestions? It’s not easy to draw in the top talent.

 

In this article, we’ll discuss the top 10 hiring tactics for 2022. Continue reading to learn how to hire faster, fill more positions with higher-profile prospects, and acquire better candidates. 

 

1. Put together a candidate persona

 

When you offer employment, you don’t want just anyone to apply. The posts you advertise should be noticed as soon as possible, not after waiting weeks or months. However, you must first choose your perfect applicant. You accomplish it by developing a candidate persona utilising research, data, and facts.

 

A candidate persona in recruitment is a fictional profile that reflects your ideal job candidate for a certain function. It comprises information about their traits, aptitudes, credentials, educational history, place of origin, and interests, among other things. When you are clear on the qualities you want in a potential employee, you can target your recruitment efforts to draw in the best candidates.

 

How to create a candidate persona:

 

• Create a questionnaire to help you develop your identity. Include questions about your background, abilities, favourite advantages, how often you use social networking sites, and more. Make sure none of the questions promotes prejudice or any other sort of discrimination.

 

• Evaluate the data you already have in hand to begin your search for solutions. Examine the performance information in your system for people analytics. Examine the training, work history, and career paths of your top employees who have held a position like that. You can use this information to describe the background and professional expertise of potential hires. 

 

• Talk to your top performers and conduct an interview with them. Look at them. Discover them from all angles. Talk to them about more than just their work, such as their objectives, what drives them, their interests and hobbies, etc.

 

• Examine the online sharing of top performers and job board research to find out what skills other employers seek. Investigate online what ideal employees do and share, as well as with whom. You may gain an understanding of their motivations or areas of interest from this.

 

2. Promote your employer’s brand

This is probably the most challenging part for most HR companies on our list. Perhaps the most crucial factor in luring, selecting, and keeping top people is employer branding. In fact, 72% of hiring managers concur that it significantly affects hiring success.

 

How come? Simply put, what attracts people to work for and with you is your employer brand. Consider businesses like Netflix, Nike, and Apple. They stand out as leaders in their field because they have a distinct mission, identity, and tone of voice. 

 

You won’t be able to build a killer brand on your own. To create a brand that prospects want to work for, you’ll need to collaborate with other departments like marketing and communications as a recruiter.

 

We guarantee that if you have a strong employer brand, finding exceptional applicants will be much simpler. 

 

How to enhance your employer brand:

 

According to 75% of job seekers, give an employer’s brand significant thought. Fortunately, there are easy methods you can apply to improve an employer’s reputation.

 

• Create a company blog and ask executives and staff to contribute posts. Post information, announcements, and activities that demonstrate your dedication to the happiness and welfare of your staff.

 

• Turn your present employees into brand ambassadors by allowing them to share their work experiences on social media. However, remember to establish a social media policy so that staff are aware of what to post and what not to. Plan enjoyable experiences that they’ll be excited to post about on Facebook or Instagram.

 

• Treat prospects like clients; word-of-mouth advertising is an effective marketing tactic. Make sure to treat every applicant with professionalism because bad publicity may result in outstanding talent withdrawing their application.

 

• Hire for diversity to increase diversity at work. Create an inclusive workplace culture, starting at the top. Think about providing your staff with diversity-related training. Provide working parents with flexible scheduling options or financial incentives for child care.

 

3. Launch a programme for employee referrals

 

Employee recommendations are a primary source of quality hiring, along with social media and online job boards, according to a study by LinkedIn, making referrals one of the best recruitment techniques available.

 

A systematic programme called an employee referral programme asks employees to suggest qualified candidates for available positions. The majority of employee recommendations are better matched from the start since your employees are more familiar than other sources with the kinds of people you’re looking to hire. Fewer attrition rates, lower recruiting expenses, quicker time to hire, better workforce planning, and other advantages result from this. 

 

How to set up a programme for employee referrals:

 

Here is a summary of the procedures to take to launch your referral programme.

 

Determine your priorities based on needs and available resources 

 

For each open post, decide if you want recommendations. A more focused referral scheme is also effective if your employment budget does not permit it. The following are some examples of the job categories that will profit from this recruitment strategy:

 

• vacancies that are difficult to fill
• positions that require prompt filling
• roles that must never go empty or unoccupied for an extended period of time
• advanced roles
• positions requiring specialised knowledge

 

Establish a referral policy

 

Your hiring standards, the recommendation procedure, the list of qualifying roles, and the associated incentives and fringe benefits must all be made clear in your referral policy. Having a written copy of your referral policy that is accessible whenever needed on the company intranet or in an HR management programme like Zenefits or BambooHR is a good idea.

 

Make the process of referral smooth and easy

 

• Your employee referral programme should be simple to utilise regardless of the types of employees you’re seeking, whether a contract employee or a senior manager.
• Post all open positions that require referrals in one location, such as on the intranet of your business, the careers page of your website, in application tracking software, or in a weekly email. 
• To direct all employee referrals into a targeted employment pipeline, use a dedicated email address like referrals@xyzcompany.com.
• Look at the advantages of a tracking system for referrals. To make employee referrals enjoyable and engaging, pick one with automation and gamification capabilities.

 

4. Let your staff function as your endorsers

Your employees can sell your organisation better than any employment board. Offer rewards for references if you really want your employees to tell their networks about your business. Candidates recommended by your own personnel are more likely to be better employees and remain longer than applicants from the general applicant pool, so it may be worthwhile.

 

5. Embrace automation in hiring

 

Using technologies like machine learning, artificial intelligence, and predictive analytics, recruitment automation employs human capital management to automate hiring procedures that would otherwise be done manually. In turn, this lowers the cost per hire, shortens the time it takes to fill a position, increases the efficiency of recruiters, and raises the general efficacy and quality of a company’s personnel.

 

It is used by businesses that hire frequently and by people who want to hire the best candidates quickly and with the least amount of resources.