7 Tips to Acquire the Best Talent

As a business owner, you understand the value of your talent. They are your company’s best asset. It’s a good time for you to reassess your talent acquisition strategy . Otherwise, you risk losing the interest of excellent prospects.

1. Get rid of your long application process

A time-consuming application process will only turn off excellent prospects. It will stop them from applying altogether. Make the application process easy for applicants. Do they need more than a resume and cover letter? Probably not.

2. Trust your instincts

You hired a great team let them work. Recruiters have a knack for sniffing out great hires. They can also tell if a prospect would be problematic to the organization. Let them follow their gut. Did you like that one interviewee? But the recruiters saw red flags or had a bad feeling about the guy? Trust the recruiter. They do this for a living and their instincts are probably spot on.

3. Emphasize the advantages of working for your company

Many job postings don’t do much to entice the applicant. They have a list of duties and requirements for the job. But that’s it. You want to attract top talent. So, you need to show that you are a company they would want to work for.

Understand your ideal employee. What motivates them? What would make them stop and consider your business?
Showcase the career potential they would have at your company. Present the many career paths they can take within the organization.
Highlight the advantages of working for your company. What can they find with your business that they can’t find anywhere else?

4. Ensure the communication process isn’t lacking

A frustration many job seekers experience is not knowing where they stand. They had a great interview. But they haven’t heard from the recruiter in two weeks. Did they get the job or not? Having inconsistent communication is not acceptable. If you interview a prospect you need to let them know when they will hear back from you. “We will let you know by the end of the week where you stand” is fine. If you try to offer the job to the interviewee a month later that won’t work. They have already have started their new position. It may even be with your competition.

5. Consider ‘non-traditional’ talent

There are many ‘traditional’ means to search for talent. Universities for entry-level prospects. Networking events or LinkedIn are also widely used. What about more non-traditional avenues? Consider hiring stay at home parents on a freelance or contract basis. Or a non-profit organization who are training people for the workforce. State employment programs will also have a pool of applicants. There may be some hidden gems within these. They can work for you and not your competition.

6. Consider freelance and contract workers

You don’t have to hire traditional employees for your businesses. A highly skilled freelancer may be a great fit for the project. Freelancers are self-employed and typically work remotely. As a business, this saves you time and money. You don’t have to set up an office, 401K, and benefits for them. In return, they work from home around their schedule. Freelancing and the gig economy is growing. It pays to get on board with this trend sooner than later.

7. Create a strong distinctive culture

You can’t please everyone. Otherwise, you will please no one. Understand exactly what you want in your company culture. You will not appeal to everyone and that’s fine. Not everyone is a good fit for every company. But if you develop a distinct culture you will attract talent that fits in with your business. You won’t have to spend as much time searching for them.

Your people are your best asset. Spend some time to invest in a competitive talent acquisition strategy. It’s the best way to earn the top talent before your competition does. Looking to hire quality talent for your company? Let the experts at Proficient Staffing help. Our team will work with you to find the best talent for your business. Contact us today.