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4 tips for successful recruitment

By Ana Isabel Alonsagay | 26 August 2019


When it comes to gathering new recruits, your company’s hiring process can make or break the organisation. Having effective strategies in place will ensure that you’re drawing in only the top-tier candidates for the role, benefiting business results and overall employee satisfaction. Achieving this requires strong knowledge of where and how to attract your desired talents, along with a defined checklist of necessary employee attributes.


Why do good hires matter?

Your workers are the fuel of your business. Adopting new recruits can either grow or stunt your company, depending on the quality of talent. Setting standards for what makes a “good hire” can help avoid any mediocre or risky newcomers, retaining your company’s excellence. 

Hiring the right people can also lower your chances of employee turnover. According to a 2018 research survey by the Australian HR Institute, more than half (59%) of respondents reported that turnover rates in their business were slightly or far too high. Such losses cause a dent to business expenses, costing anywhere between 50%-400% of the departing employee’s salary. This can be remedied by hiring workers who not only possess exceptional skills – but also exhibit fine work ethic, reliability, and a successful fit into your company culture. Of course, having effective management in place can help with this.

Finally, an excellent hire is bound to produce better results for your business. Ideally, these are people who know your industry well, continuously develop their skills, and consistently perform according to – and above and beyond – company standards.

4 tips for a successful recruitment process

  1. Don’t neglect passive candidates.
  2. Establish a strong, reliable brand presence.
  3. Ensure their personality fits.
  4. Establish an effective onboarding process.

1. Don’t neglect passive candidates.

social media networking concept

Recent statistics from LinkedIn show that 70% of the global workforce are made up of passive candidates; employees who aren’t actively seeking new job opportunities. Instincts may tell you to focus on active job seekers – after all, these candidates are likely in need of a job, and may be more motivated to work. 

However, recruitment company Peoplebank argues that motivation levels and work ethic are easily determined well before one’s actual placement. And while “active candidates” are, indeed, valuable; passive candidates are often more experienced, qualified, and employable hires within your industry – it’s likely why they already have a stable, successful role in the first place. Additionally, restricting yourself to the 30% of the workforce who are actively seeking employment will limit you in your quest for qualified talent. 

You can extend your recruitment process to these workers by taking advantage of social media (such as LinkedIn), organising a referral program within your company, or through a simple Google search. Chances are, passive candidates aren’t trawling through online job boards, so you’ve got to make the effort to reach out. 

2. Establish a strong, reliable brand presence.

When it comes to attracting both passive and active employee candidates, having a compelling employer brand is essential. Make the best talents want to work for you and your company by establishing a strong, positive reputation in your industry.

In today’s digital age, an effective online marketing strategy is one of the best ways to achieve this. Building a strong social media presence would be wise, especially when recruiting millennials (the largest demographic of social media users, and are due to make up 75% of the Australian workforce by 2025). It’s also recommended that businesses respond to their online reviews and regularly update their social profiles, whether with brand announcements or updates surrounding company culture. 

According to a survey by Glassdoor, 69% of respondents are more likely to apply for a job when the employer displays such online activity. This same percentage are also less likely to accept a job from a company with a negative online reputation – so it’s best to keep an eye out on your reviews and mediate any issues.

Successful companies also engage potential recruits through their official website. Brands such as L’Oreal or Google often have a specific page dedicated to communicating their mission, values, and the advantages of working for their business. This lets you promote your competitive edge and appeal as a company, drawing in quality applicants.

3. Ensure their personality fits.

happy team

An impressive skillset matters – but so does one’s personality.

When hiring new recruits, consider how one’s character fits the role. They may have the organisational and communication skills to be a school teacher, but are they good with young people? Are they friendly, empathetic, and patient? As stated by psychologist Maynard Brusman in Business News Daily, “A great person with all kinds of skills may be [a] good fit for one and [a] poor fit for another, simply based on their personality type."

It’s also important to consider “culture fit”, and the candidate’s chemistry with the rest of your team. They may possess top-notch technical skills, but if they lack the ability to work well with colleagues, this may bring up more issues than not. Ensure they have the traits to comfortably mesh with your company culture, and you may just have a better chance at retaining them. 

While skills can be taught (some more easily than others), personalities are less malleable. A potential candidate may not have the industry’s best skillset, but with a charismatic demeanour, excellent interpersonal skills, and willingness to learn, they may just prove a valuable fit.

4. Establish an effective onboarding process.

A successful recruitment doesn’t necessarily end in the final interview – your last (and arguably, most important step), is having the right management practices in place to maintain your new hire.

According to a study by ERE Media, about one-third of new hires quit their jobs after a mere six months. Employers can remedy this by having a supportive onboarding process, where recruits are given all the guidance and encouragement they require to get settled. Take time to understand their career goals and how you can help them develop in their role

Such leadership is especially important among millennial employees – who exhibit the strongest expectation for ongoing career opportunities and development. In fact, a Gallup study confirms that over half of millennial respondents cited this as “extremely important” when seeking new employment. 

By establishing clear goals for your new hires, familiarising them with the company culture and understanding their professional objectives, you may just keep their talent for the long run.  

Upgrade your recruitment strategies today! 

Ultimately, successful recruitment boils down to out-of-the-box strategies, knowing your target talent well and implementing the right management and leadership tactics. 

To step up your recruitment game, Upskilled offers a generous range of courses in management and human resources, from short courses to diplomas. These are delivered online, giving you the freedom to train at your own pace. Enquire today to discover the ideal course for you. 
 
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