Automation may be revolutionizing the global economy, but ultimately it’s people, and their ability to create, innovate, solve problems and deal with other people, that will make or break your business. Training employees and making them feel satisfied at work is critical, but you need to go beyond this by bringing in new employees who can truly transform your business.
Yet with nearly 75 percent of businesses reporting difficulties in finding the right people to hire, recruiting this kind of talent is clearly easier said than done. Yet if you take the right approach and focus on the right aspects of recruiting, finding that perfect person doesn’t need to be so hard.
Here’s what you should focus on so that you can recruit transformative talent.
Be a Proactive Recruiter & Find the Right Talent
The first thing you must realize when recruiting is that your target group is likely much larger than you think it is. While official unemployment statistics suggest there are not many people out there looking for work, this simply isn’t true. Today’s culture of career advancement means that most people, even when they are already employed, are still looking for new opportunities.
In fact, a study by Recruitment International suggests that around 70 percent of workers consider themselves passive job seekers. This means that while they might not spend hours and hours combing through job boards, they would apply for the right position if it came along. So what does this mean for you? Well, it means that while transformative talent may already be employed, you still have a shot.
Make sure you’re active on social media by maintaining a presence on LinkedIn, Facebook and/or Twitter. Furthermore, consider working with a recruiting agency. They have extensive networks and marketing channels to help your job postings get in front of the right people. The key here is to not limit yourself. Top-notch people are out there, but you need to make it your mission to find them.
Develop an Exciting Employer Brand
Just as you compete with other companies for customers, you also compete with them for employees. As such, you need to make sure you do something to stand out, and building an exciting employer brand is the way to do it.
Your employer brand is based around what makes working for your company unique. Highly-qualified, transformative individuals are not looking for just “any old job.” Instead, they’re looking for an opportunity to put these talents to good use. It’s your job to convince them your company is the place to do it.
A Crash Course in Building Your Employer Brand
Consider what makes your company special. It might be your relaxed work environment, your commitment to social action or your exciting ownership structure. But whatever it is, you need to make sure this pops out at every touch point.
If you’re posting to social media, ensure your content reflects your employer brand. And always include descriptions of company culture on your job postings, as your company culture is essentially the physical manifestation of your employer brand.
The key here is consistency. If job seekers continuously associate your company with positive work experiences, then they’ll be more likely to apply when a position does open up that meets their needs and expectations. For a more detailed look at what it takes to build an employer brand, check out this resource.
Create an Exceptional Candidate Experience
To narrow your candidate pool, it’s important to learn as much as you can about people. But if that pool is small to begin with, it’s less likely for a truly high-class individual to be in that group. Enhancing your candidate experience, i.e. making it easy and comfortable for people to apply, will increase the number of applications you receive and improve your chances of finding and hiring transformative talent.
And this isn’t just HR hogwash. It has a real impact on your recruiting efforts. For example, around 60 percent of job seekers are lost in the application process, and 70 percent of people share bad experiences with friends and coworkers, and this can cause people to shy away from applying for your positions.
Beyond a resume and cover letter, don’t ask for more than just a few questions. And always notify people when they haven’t been chosen, especially if they’ve been called in for an interview. Audit your candidate experience and optimize your application process to expand your candidate pool and increase the likelihood of finding someone transformative.
Offer Employees Something More
Millennials are now the largest segment of the workforce, and while they still value salary and advancement when looking for a job, they are also interested in other things, such as flexibility, a company-commitment to a cause and competitive benefits.
As a result, to attract transformative talent, you need to offer people something more than just a bigger salary. Benefits packages are a great way to do this as people always love perks.
To create a benefits package better than your competitors’ but that’s also affordable, consider working with a Professional Employer Organization (PEO). They can help you come up with industry-leading solutions that will stand out and attract qualified individuals. And this is often much more cost-effective than simply offering people larger paychecks. Flexible work hours, telecommuting options, flexible or unlimited PTO, and gym memberships, etc. are all options, too. But most importantly, analyze what your competitors offer so that you can convince people to choose you over them.
If You Build It, They Will Come
Okay, it takes a bit more than this. But the idea is that if you work to improve the way you market jobs and interact with job seekers, and if you spend time improving what you can offer them, then you’ll see more response to your job postings. And a larger candidate pool means it’s more likely you’ll find and secure truly transformative talent.
About the Author: Jock Purtle is the founder of digitalexits.com, an online brokerage service specializing in the buying/selling and appraisal of websites and other e-businesses. Throughout his careers, he has bought, built and sold several successful online companies, and now he specializes in helping other entrepreneurs succeed. As a result, he writes frequently about his experiences and has been featured in publications such as Forbes, Business Insider, Entrepreneur and CNBC.