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The job market in California has changed a lot in the past few years. Over two million people left the state between 2020 and 2021. At the same time, many families decided they could live on only one income, leading droves to leave the workforce entirely. This makes recruiting qualified talent harder for businesses. What challenges are you currently facing? Attracting and sourcing top talent? Inefficient hiring processes? Perceived lack of qualified candidates despite tons of employee training?
Find out if your current talent acquisition strategy is optimized for recruiting the best talent.
To help with hiring top candidates, we’ve put together a list of 10 talent acquisition tips for organizations and best hiring practices to help you attract and hire skilled candidates. If you’re dealing with a lack of talent or just want to improve your hiring process, these simple tips will help you build a strong, capable team.
Having well-defined job requirements and a clear picture of your ideal candidate’s skillset is the foundation of successful recruitment. Start by listing the main tasks and responsibilities of the role, so candidates know what to expect. Specify the necessary skills, education, interpersonal skills, and experience, including any technical abilities or certifications required. Describe the values, work ethic, and skills that match your company’s culture to attract candidates who will succeed.
To create compelling and accurate job ads, use clear, straightforward language and avoid jargon. Make the ad more appealing by adding videos, interview questions, and your company logo. Clearly list the main responsibilities and required qualifications using bullet points for easy reading.
Relying on just one channel can limit your reach and cause you to miss out on highly qualified candidates. Diversify your approach to tap into a broader talent pool and find the best fit for your organization. Start with platforms like LinkedIn, Indeed, and Glassdoor to reach a large audience. Plenty of job- and industry-specific job boards also exist so do some research before posting. Use every resource you have to find great people: from social media and your personal network to hanging an “old school” banner on the outside of your office space.
Define your Employer Value Proposition (EVP) to showcase unique benefits and workplace culture. Share this on your website, social media, and job postings to attract candidates. You want candidates to resonate with your values and brand and self-select out of the process when they don’t feel personally connected.
Promote your brand consistently with engaging content like videos, blog posts, and social media updates, and encourage employees to share their positive experiences online. To understand the impact of your branding efforts, you’ll want to track metrics such as application rates, employee retention, and satisfaction scores. Through your findings, you can refine your strategies and maintain a strong employer brand.
To set up a successful employee referral program, start by clearly explaining the job requirements so employees know who to target in their networks. Keep employees informed about the status of their referrals to keep them engaged. Offering a mix of incentives like cash bonuses, extra vacation days, or special prizes can motivate participation from your employees, where otherwise engagement may fall flat. More than anything else, make sure the referral process is simple, with clear expectations and parameters.
Evaluate resumes to review qualifications, and use pre-employment assessments to measure skills and relevant personal qualities and traits. Phone screenings can verify basic information and assess communication skills, thus acting as a great first mode of communication. Follow up with structured face-to-face interviews, using behavioral and situational questions to evaluate problem-solving abilities and job fit. Also, don’t neglect the importance of reference and background checks to validate candidates’ employment history and credentials.
Keep candidates in the loop about their application status at every stage of hiring. Confirm interview schedules, give prompt feedback, and use different methods like emails, phone calls, and text messages to match their preferences. All this helps candidates feel appreciated and informed, which helps reduce their anxiety and uncertainty. 78% of candidates say the overall candidate experience they receive is an indicator of how a company values its people (LinkedIn, July 2022) so high-quality communication will help you hire high-quality people.
Using AI and technology in your hiring process can improve accuracy and fairness. AI tools quickly screen resumes by identifying relevant keywords, letting you focus on the best candidates. Chatbots can handle initial interactions like answering questions, scheduling interviews, and providing timely responses. AI-driven assessments evaluate skills and personality traits, giving you a full view of a candidate’s fit. AI helps reduce bias by offering consistent, objective evaluations based on data.
Start the onboarding process before the new hire’s first day by preparing paperwork and staying in regular contact to make them feel welcomed and informed. On their first day, give them a warm welcome, introduce them to the team, and provide a detailed tour of the workplace or a virtual introduction if they’re remote. Personalize the onboarding experience to their role by offering training, educational resources, and continuous support. Remember, hiring the right candidate is only one step of the process; to keep them, you need to make sure they have what they need to thrive.
Outsourcing recruitment can be a smart choice for your company, especially if you’re having trouble recruiting qualified talent. Using Recruitment Process Outsourcing (RPO), you can get expert help to improve your hiring process. RPO providers take care of many parts of recruiting, such as finding candidates, screening them, and handling compliance and onboarding. This is particularly useful if you are a large company that needs a constant flow of skilled workers or a small business that lacks resources for an internal recruiting team. With the right RPO partner, you can improve your hiring practices and make sure they align with your company’s goals.
When considering outsourcing recruitment in California, you have to weigh the pros and cons to determine if it’s the right choice for your organization.
Pros:
Cons:
Finding great employees used to be tough, but with Next Level Strategies, you can breathe easy. For over 20 years, our talent acquisition experts have consistently helped our clients find the right hires for their organizations without the headaches often associated with recruiting.
Ready to add the ideal team member to your organization? Reach out to us today, or fill out the form below, to learn more about our personalized recruiting services.
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