External recruitment: how to attract the best external talents
Imagine that an employee has left his position, or you discover that your current workforce has no particular skills that is essential to follow competition. What are you doing? The obvious answer is to prepare a professional ad and launch a hiring process to find a candidate to fill the gaps in your organization. In fact, this hiring method is one of the most common among organizations and is often the first option that comes to mind when new talents are necessary. But how can you guarantee a successful external recruitment that will identify the right candidates with your organizational objectives and requirements? In this article, we share 6 initiate tips to help you maximize the efficiency of your external hiring process and connect with the right talent.
Obtain the right external recruitment
Concentrate your recruitment efforts
There are several Ways to find external candidatesBut they don't all succeed. Each company can find different recruitment techniques, which means that you need to identify what works best for you. For example, some companies can realize that their best candidates have passed through recruitment agencies, while others may prefer new hires of employee references. In such cases, it is logical to invest in your relations with the recruitment agency with which you collaborate or more to encourage current employees to refer the candidates of their network for job offers.
Optimize your work descriptions
The most important advice for effective recruitment is to pay particular attention to your job advertisements. These announcements are the first impression that candidates derive from your business, and they could discourage them from applying if they are poorly designed. For example, including a skills requirement that is not essential for the role can move away from good potential adjustments. Another error is to use a non -inclusive or male -oriented language, which could alienate candidates. Therefore, make sure that your professional ad contains only the necessary details, reflects the culture of your business and includes all potential candidates.
Make your business a desirable employer
The realization of a successful external recruitment depends not only to find the best candidates, but also to attract them to your organization. Companies that take the necessary measures to establish themselves as desirable employers are better likely to find talented candidates and can allocate less resources to their recruitment efforts. Becoming an attractive workplace requires offering competitive advantages, highlighting your commitment to the development of employees and building a strong corporate culture that everyone wants to be a part. These factors contribute to high employee satisfaction and improve your brand's reputation among potential candidates.
Create an effective integration strategy
Something essential to remember on the success of recruitment is that it is closely linked to good integration. A good integration strategy This duration of the interview phase in the first months of the employee to his new job can considerably increase the commitment and retention of employees. By supporting the new hires during their first steps from your organization, integration facilitates fluid integration and accelerates their time to productivity. On the contrary, the lack of support and advice during this crucial period can lead to higher rolling rates and additional job expenses to replace the employees of the exit.
Use the right technology
Although external recruitment is a popular and effective method for finding and attracting talents, it can also be particularly complex. Imagine that you have to receive, store and manually review dozens, even hundreds, of applications for each job opening. It seems impossible, and this is often the case. This is why you need to use the right software and tools to rationalize the different stages of recruitment and reach the best possible result. Certain options that can help automate and simplify these processes include LMSS and ATSS. For example, an ATS can scan CVs for keywords and filter unsuitable candidates, while LMS are essential for the integration stage.
Communicate effectively with candidates
The last advice for external recruitment managed to keep in mind for successful hiring is to communicate effectively with the candidates. More specifically, you must update them on the progress of their application, even if they are rejected after the first automatic analysis of their CVS. This approach should also continue later, informing candidates of the number of interviews they can expect or the next steps after receiving a job offer. Keep the candidates in the loop creates a positive impression of your business and maintains their commitment throughout the job process. Even if they do not guarantee the position, they will always display your business positively and choose to reapplicate when another position opens.
Conclusion
Successful external recruitment Can provide new precious talents to your organization, help it promote innovation and stimulate success. But that will only happen when you perform it properly, because hiring of external candidates can be a complex and long process. However, using the right technology and putting enough care in the way you develop work descriptions and by promoting them with potential candidates, you can be sure that only the best and most qualified candidates hit your door.
