How to Hire Top Talent in 2019
February 8, 2019
By Shane Cotner:
With an unemployment rate of 4%, it is clearly a candidate’s market. Competition for top talent is fiercer than ever. Your cream-of-the-crop candidates are in the driver’s seat, and they know it; to lure them in 2019, you must be pro-active, and willing to get creative.
Consider the following policies to attract top talent to your open positions and set yourself up to have an exceptional 2019.
Create an exceptional candidate experience
Employers should be as equally driven to find the right candidates as employees are to find the right job for them. A slow, sluggish recruitment process sends the wrong message to candidates. It makes you look disorganized, or worse, disinterested and does not make your company look like an excellent place to begin or spend a career.
As an employer, the candidate experience is your first chance to make a good impression. Blow it, and your perfect hire might move on before you’ve had a chance to show them what your company is all about. Even worse, they might spread the word among their equally talented social circle that your company isn’t worth their time and energy.
Focus on making the candidate experience quick and smooth, and continually look for ways to make your candidate feel wanted. For example, designating someone as the “candidate concierge” to provide a personalized welcome, makes potential hires feel significant, and sends the message that you are invested in them.
Make it easy for applicants to apply and let them know exactly what to expect from the hiring process at every stage. A ride-along in the field as part of the interview process will provide a crystal-clear picture of what the role entails and can help you find the perfect hire.
Also, give your candidates a chance to demonstrate their skills; for example, have them read over blueprints and ask them questions that their expertise would draw them to notice.
Get Creative with Compensation
Top talent isn’t going to come easy or cheap in 2019. Employers should know what kind of candidates they can realistically expect their compensation and benefits package to attract from the talent pool. However, that doesn’t mean that you must compromise on your standards or ignore your budget.
If you can’t compete with the compensation packages or benefits of your competitors, you’re not out of luck. You can finesse your benefits and compensation package to entice candidates who offer more potential than years of in-the-field experience. Additionally, you can offer other unique incentives that lead to employee satisfaction, such as flexibility, commuting benefits, or an exceptional PTO package.
Know Where to Spend Your Time & Energy
Employers who attract top talent know that job boards are not the way to go. The top candidates in any field are waiting for you to find them. Instead of going the route of job boards, invest your time and energy in cold-calling, networking, and marketing open positions to attract the right candidates.
Better yet, partner with a third-party recruiting firm. Grapevine has the market knowledge and reach to build you a strategy to attract and retain top talent for your company. A consult with us about how to sell the unique aspects of your company and your open positions will get you results that can have a tremendous impact on your business and improve your bottom line.
Visit us at www.grapevinerecruiting.com.