11 Strategies To Attract Top Talents In 2020

Which is better, just fill the vacancy or seek an expert in the company? These strategies will help you hire faster, more effectively and simply more.

We suggest you pay attention to 11 important components of an effective recruiting strategy. Choose what suits your company best, experiment and apply these approaches to bring real professionals to your team.

Active recruiting is the key to success

In some cases, in order to fill a vacancy, it may be quite simple to place it on a variety of job search portals and send it to friends through LinkedIn. Designers can be contacted via Behance and Dribble, copywriters can be searched on content exchanges or sites like Freelancer or Upwork. If you want to find a Java, Ruby, or Python expert, look at StackOverflow.

And how to find professionals of other specialties?

• Invest an employer in your brand

Let us start with the most difficult thing, which is the brand. Employer branding is probably the most important element in attracting, hiring and retaining top professionals. 72% of recruiting leaders around the world consider company branding to be an essential component of success. According to a study by Glassdoor, a leading US job search portal, companies spend on average about $ 130,000 each year to create a positive brand (depending on the size of the company, amounts vary from $ 6.5 thousand to $ 340 thousand). Although this amount seems huge your brand recognition always brings good results.

In percentage terms, this amount consists of the following components:

1. Print advertising, 56%
2. Online company profiles, 38%
3. Profiles on social networks, 33%
4. Banner advertising, 32%
5. Payment by employer branding agencies, 31%
6. Advertising on radio and TV, 26%
7. Internal projects, 25%
8. Outdoor advertising, 24%
9. Referral program for employees, 22%

• Referral program for employees

If a working employee brings a person who is suitable for a vacancy, he receives a referral bonus. This is a common tactic that gives many positive results:

• Reduced staff turnover
• Simplifies hiring A-players
• Vacancy filling time is reduced
• Adaptation of new employees accelerates
• Hiring cost reduced

• Data Analytics Helps Improve Recruiting

Using the Applicant Tracking System (ATS) helps to accumulate a lot of data about the recruiting process. One well-known business quote says that you cannot control what you cannot measure. And in recruiting, you can measure many parameters.

By tracking the most effective recruiting channels, the most interesting vacancies at the moment, the real level of candidates' skills and many other parameters, you can more efficiently direct resources in the recruiting process.

• Innovation is the key to success

Usually, you have to choose from 3-5 candidates, although depending on the industry, brand recognition, the situation on the labor market and other factors, this number can increase to hundreds. Although some companies easily receive thousands of applications. How do they do it?

Toggl company refused to work with CV as a matter of principle. They offer applicants to take a test, which you can register in 1 click and immediately show the level of skills. Thus, the company immediately gets the opportunity to choose the best tech guys for further evaluation of soft skills and the selection of the most effective team.

So, do we need to refuse from a resume? No, you do not need to blindly copy this way. It worked for a team working remotely around the world, but may not be suitable for your company for many reasons. Just think over and implement a catchy thing that will set your recruiting process apart from your competitors.

• Work with sleeping candidates

When A-player starts looking for work, he is made an offer for a couple of days. But only 12% of employees are actively looking for vacancies, while 70% are willing to make contact with a recruiter to varying degrees, according to LinkedIn.

In working with such candidates, talent acquisition skills will help you with long-term work to build good relationships with potential talents and attract them to your team at the right time.

• Browse Niche Portals

Teach the dog to bark. It is no use looking for an SMM specialist on Behance, the portal for designers, and experienced Senior Java Developers are much more active on Stack Overflow than on LinkedIn. Niche job boards do not get traffic like Upwork or Glassdoor, but their traffic is the most targeted. There you will get fewer responses, but they will be responses from professionals.

• Describe a job accurately

Let us be honest with each other, the job of the recruiter is to find talents, and not to know in all details the details of all the technologies that are used in the company. But this does not mean that you can write vague descriptions or make blunders.

One company was looking for a developer with 8 years of experience working in Swift, although the technology itself at that time was only 3 years old. After the publication of this announcement, the company became a laughing stock on Twitter, which greatly damaged its branding and market positions. The lack of common proofreading of a vacancy by a technical specialist has led both potential customers and potential employees to think that the company does not pay enough attention to important aspects of the business, and not just recruiting.

Take the time of the profile specialist to proofread the details of the vacancy, so as not to be branded as a mess in your industry. It is better to pay attention to compiling a vacancy than to scoop up the consequences of discreet publication.

• Be friendly during the interview

The interview should stay a positive memory, even if the applicant has not approached the company. Everyone has friends and a bad review can go away instantly. Glassdoor has a special section for company reviews from candidates who did not pass the interview. Getting a bad review breaks the brand’s reputation, and to prevent this is much easier than to remedy the effects.

Do not ask questions such as what is your biggest flaw? Or what is it that motivates you? These are the questions that demotivate, greatly spoiling the impression of the company, even if the interlocutor really wanted to get a position.

According to LinkedIn, 83% of applicants refused offers because of the negative impressions received during the interview. And vice versa, if the candidate left with a positive attitude, but did not receive an offer, s/he will not at least complain about your company, but they will most likely describe it in a neutral or positive way in communicating with friends.

• Do not permanently refuse shortlisted candidates

It is much easier to reduce the list of candidates from 500 positions to 10 than to choose the best of these 10. Ultimately, the choice is made on the basis of nuances and feelings, which, unfortunately, are not always true. According to Monster, more than 30% of newcomers want to quit in the first month after switching to a new job. Many do this at the end of the probationary period for various reasons.

Therefore, it is so important to stay in good relations with other shortlisted candidates. You may need their help to urgently close the position, so be prepared to go over your Applicant Tracking System once again and send out personalized letters to candidates asking you to review your offer again. 

• Contact former employees

The circle of acquaintances of former employees is another opportunity to find a candidate quickly. If they left without conflicts and you have a good relationship, you can always ask them for help in finding a good candidate, and they will be pleased to help both the former company and their friends. For this, of course, it is necessary that leaving your company does not become a stress for them.

In addition, often they themselves can be open to dialogue, and can perfectly fit their former position or another position that they could not occupy earlier. While working in other companies, your former employees gained experience and skills that can be very valuable for your current project, and their onboarding, in this case, will be several times faster, because they already know all the ins and outs of working in your team.

• Organize conferences and meetups and take part in them

Events of this kind are always popular in their midst. Experienced professionals like to share experiences and learn, and newcomers are always interested in improving their skills. For example, Django Girls, which is a worldwide initiative for teaching girls web development based on Python. It is regularly held in different cities of the world, after which a huge number of enthusiastic beginners begin to master Python in courses or as Trainees in companies that form talented developers out of them. 

Participate in such events as an organizer or send your employees as trainers. They will be able to show their best side and advertise your brand.

The conclusions reached are use different recruiting strategies

The whole world does not stand still, and the recruiting industry is no exception. A new year is a great time to start experimenting and apply various innovative approaches to recruiting. Change your recruiting strategy in 2020 whatever you see fit and measure which approaches give the best results.

About the author:

Melisa Marzett is a freelance writer and traveler who works for essay assistance writing articles about anything and everything. She is very curious by nature, reads a lot, and goes to the movies, theatres, and museums. She is more of an introvert but sometimes she feels like talking to the whole world.