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Hiring strategy: Finding the best candidates for your business

With most sectors forecasting strong outlooks for the first half of 2018, you should consider how to market roles effectively and begin to tailor each advertisement to appeal to highly skilled professionals Here’s an idea of what to include in your hiring strategy.

Go above and beyond to provide potential candidates with a variety of career development opportunities, encourage them to pursue new qualifications, and don’t forget the importance of creating a workplace that promotes a good work-life balance.

It’s normal to apply a “tick box” approach when hiring for a new role. You?ll ask yourself: “does the applicant have enough experience “, “do they have a good attitude and “can I afford to hire them?” Before asking candidates these questions, ask yourself the following to ensure that your next job role attracts talented candidates:

What contract type is best for your business?

In order to make the recruitment process as efficient as possible, you need to be certain about the employment contract type that will suit your business best. In some industries, such as the automotive sector, temporary and contract roles are as sought after as permanent roles.

Determining what will work best for you and your business will stop you receiving applications from candidates who may only be able to work certain hours, or who prefer working on a full-time basis. Including this in your hiring strategy in this way will help inject the business with the skill-set and personnel it quickly needs.

Once you’ve decided the contract type that will suit the role and your business, you can use a number of tactics to find the right candidate for the role, this includes posting your vacant role on job boards such as Indeed or Reed.

Could outsourcing be the answer?

If you’re finding that posting the job advertisement online isn’t drawing the talent you?d expect, then it could be time to rethink your hiring strategy by looking for external support. Recruitment professionals are available to help you hire the right people for your business, no matter how specialist the role.

In fact, a survey has revealed that 84 per cent of businesses who have received support from an external recruiter found the right candidate. Partnering with a recruitment agency that understands your business needs has a number of benefits, including giving you the time and headspace to keep operations running smoothly.

With the use of recruitment agencies at an all time high, it seems more employers across a broad spectrum of industries are turning to recruiters to help fill vacancies, after all they are the experts. Could this be the answer you were looking for when it comes to fulfilling your hiring strategy goals?

Do work perks attract candidates?

Remember that the recruitment process is as much about the things you can offer a new employee as it is what they can offer your business. And research has revealed that the average Brit spends a total of 12 years of their adult life at work, so it’s important for employees to be happy in their role as they?ll spend a considerable chunk of their life employed!

By offering attractive perks with job roles, such as; a healthy work-life balance; regular rewards for results and the opportunity to learn, you?ll appeal to new recruits whilst creating a positive attitude to working. With that in mind, it’s unsurprising that 53 percent of employees said that a job role that placed a focus on work-life balance and personal well being was of paramount importance to them.

Businesses who offer employees the chance to go on courses or receive training to help grow their skills set are also likely to see a boost in candidates applying for jobs; the prospect of progressing with the help of employers is a positive sign for potential candidates.

Here’s some top tips for your hiring:strategy

Stay on task – whilst the recruitment process can take time, be efficient with your processes and define the role early on in order to find the right candidate. If you need to outsource the role to a specialist recruiter, don’t be afraid to do so!

Feedback – ask new recruits to share their thoughts on how you could improve your recruitment processes.

Communication – maintaining communication throughout the hiring stage will show the candidate that you’re keen to hire, whilst generating a good relationship and learning more about their experience within the industry.

In a society full of competitive industries with businesses all wanting to grow, hiring professional and skilled candidates has never been more important. Deciding on role specifications, being consistent with branding to ensure candidates trust you and offering work benefits that are a cut above the rest are all ways to attract candidates.

Allowing for candidates to give feedback once they have been through the interview process is an innovative and practical way to show that you, as a company, are open to constructive criticism and looking to be the best in your industry.

Gavin White is managing director at Autotech Recruit


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