Attracting and maintaining top-level employees is something a lot of small and medium organisations struggle with. This can be caused by market conditions or the nature of their business, but in many cases, it’s because there’s something fundamentally wrong with the way they recruit. And the worst part is that they’re often completely oblivious to that fact. If you want to make recruitment easier for you, here are a few tips on how you can attract better employees to your organisation and keep them longer.
You need to look over your listings if you’re not getting the type of responses or candidates you’re looking for. You may not be attracting the right kind of people or not attracting enough people because of how your listing describes the position. Things like the way your listings are formatted can also be an issue.
Your listings should be easy to read, broken up into paragraphs, and with a clear list to identify tasks and attributes needed for the job. Once you have a core template, you can play with different styles and approaches and test them to see which ones work the best.
One of the ways that you can see how efficient your listings are is by doing A/B testing. If you want to A/B test listings and you have a large ATS database, you can send an email to all the candidates that would be eligible for an open position at your organisation. Create two variations of your job listing and send half of the candidates to one listing and the other half to the other. You can then look into your ATS pipeline and see which variation got the most applicants. If you see a clear winner, this should serve as inspiration for future listings for this kind of position.
If you don’t have a solid talent community to test listing variations with, you can try testing through paid sources, aggregators, or other outreach methods.
Hire A HR Company
If you want to find employees who are a better fit for your organisation and who you can expect to keep for longer, hire an HR company. An HR company will make sure that your listings are well formulated and are an accurate reflection of what the job atmosphere and tasks will actually be like. They can also help greatly improve your retention rates.
They can help you tighten up your onboarding process, enhance the work atmosphere, help you mould an employer culture, and even help you with crafting your benefits packages. Not only that, but since these services benefit from economies of scale, they can also get you better deals with providers and help you cut costs on benefits packages.
If you’re looking for a top team, start looking in your community, as it will be much easier to follow up with them and for them to have access to your premises. You’ll also pay less when hiring a company that is physically closer to you. If your business is located in Oxford Science Park, an outsourced HR service like HR Dept would be a great option.
You should also take the steps necessary to make your workplace as attractive as possible to new hires and people who will come into your office for interviews. First impressions are everything and while some candidates will try and act like they’re interested in the position during interviews, they might make a snap judgment on the work environment right then and there, and consciously decide that they don’t want to work for you.
If you haven’t redesigned your office in a while, we suggest that you consider going for a new fit-out right now. This is something you could do on your own, but it’s always better to at least consult with an office design team first. They’ll be able to look at different design ideas that would be in line with the image you’re trying to portray and your industry. They can also help make your workspace more conducive to work.
These are all things that will increase your chances of attracting top talent to your organisation. High turnover can be disastrous for the morale of your employees and productivity, and can even affect employee safety, so make sure that you do everything you can to bring good employees that will fall in line with the rest of the team and be truly engaged in their position.
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