In today’s employment market, there is almost always competition for candidates. And not just any candidate. The top candidates with the best skillset and the right fit for the company.
However, we know from experience that good talent doesn’t stay on the market for long.
This means hiring managers have a tough job when it comes to finding, recruiting, and retaining the best talent in the industry (make sure to go to our homepage to check out the latest fire and security jobs in the sector).
Data analytics, and we mean the right data analytics, can be everything to a robust recruitment strategy.
We also know that “gut feeling” and “individual opinions” still play a vital role.
However, what remains consistent throughout is that recruitment is the most critical function of the HR team.
In fact, reports show that recruiting strategies deliver 40% more profit growth than any other HR function, making recruiters and the recruitment process a business’s most valuable element.
To find out about the latest hiring trends for 2022, make sure to read our latest blog.
Recruiters and recruitment agencies are responsible for helping to maintain a company’s high level of talented people. Ultimately, finding and securing the most skilled and qualified people in the sector.
So, how do you get the best talent for your business?
Hiring the right candidate
Make good use of data – sometimes it’s not about having a lot of data; it’s about having the right data and presenting this in the best way. Ideally, having data displayed in a recruitment dashboard is essential. Providing you with a quick, easy-to-understand visual tool, which provides you with the top, relevant metrics.
For example, at Secure and Recruit, we can break down data to highlight specific fire and security vacancies in particular regions. As a result, we’re able to see at a glance how quickly these positions are fill, how often they become available, how many people view specific job roles, salary ranges, and more.
Ideally, dashboards should be customisable, showcasing information that you can use instantly. For example, allowing you to deep dive into a candidate’s CV with a simple click can help ease the recruitment process, speed up the recruiting time, and monitor performance and the overall effectiveness of the interview process.
Look to target everyone – 45% of currently employed people will “jump ship” if the right opportunity comes their way. This means, to secure some of the best talents out there; you need to ensure that your recruitment strategy encompasses everyone.
You need to promote your company as the place people want to be, promoting vacancies alongside your company’s vision and values.
It’s also vital that you ensure you’re on the same communication platform as your target audience. (This way, you can also monitor chats and conversations about your company).
Look at your last recruitment drives – do you have any candidates on file, who were unsuccessful the first time around, but who still have the right skills and experience?
Are you overlooking candidates in your quest to find the “perfect” person, and does this person really exist?!
Understand your candidate’s journey – your hiring process should run effectively and efficiently, but there will always be bumps in the road, as we know, with the average hiring process taking up to a whopping 27.9 days. This is because CVs must often pass through multiple channels, including numerous interview stages with ultimately too much time in between.
Ideally, you want to avoid a slow hiring process, alienating candidates, and disrupting internal relationships and teams. This means knowing how long each stage of the recruitment process takes, identifying any hold-ups, and creating consistency at every step.
Note: We’d also encourage teams to look at how they can create efficiencies throughout the onboarding process.
Ensure everyone understands their role in the hiring process – ensuring accountability and building robust Service Level Agreements (SLA’s) can help. It’s also good practice to regularly review any agreements you have to ensure everything is still relevant and works for the business. Your SLAs should work for you.
Communicate with your employees – they can be your biggest advocates in recruiting new talent. Bring staff onboard, involve them in information posted about vacancies. Do they have contacts in the field who would be suitable? How does the process of passing contacts on work?
Stick to your brand. Your company is most likely already showing people what you stand for and its authenticity through their visual identity. Your recruitment strategy must utilise this and show how your company stands out amongst others. For example, you could look to include real-life testimonials from other employees, post blogs that talk about a “day in the life of….,” increase your visual content online, and more.
When it comes to hiring the best talent, recruiters are always looking for more innovative ways to find the most skilled, qualified and suitable candidates.
Secure and Recruit use our streamlined recruitment platform to make the whole process, for companies and candidates, smooth sailing from start to finish.