It's natural to want the best for your business, and that starts with finding the best people possible.

However, it is not as easy as it seems. There are a seemingly endless number of avenues any hiring manager can take when it comes to identifying the best prospects, and it's not easy to know which options will be best for your business.

That's why we tackle the hard work for you. We've dug in to find ten of the best ways to discover top talent who can take your business to the next level and beyond – just read on and get to work.

Look inside first(*12*)

You may not even have to consider outside options if you can find the right people within your current workforce. When it can be costly and time consuming to find and hire unknown staff, being able to promote from within can be vital.

Many of your current employees might be interested in your openings to further their careers or because they are bored with their current roles. Plus, you may also have the perfect staff for the new position without even realizing it.

Whatever the circumstance, there are methods you can use to make sure your current staff feel empowered to explore their potential: Keep the lines of communication open, carefully advertise openings, and ask your managers if a staff member would be a good fit for them. vacancies. .

You can trust your current employees in other ways, too. Your current staff will have professional and personal networks, and they may know someone who is a perfect fit for your opening, and could help you with introductions. You could even offer rewards to current staff who refer new hires. It's a win for everyone involved: keep your staff, hire someone new, and your business will benefit from an improved talent pool.

workplace culture

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Create a great culture(*12*)

No new talent will want to work at your company if you don't have a good culture, and new hires won't get off on the right foot if your onboarding process isn't smooth and polished. If you want to find the best staff, you need to have a good understanding of both.

Some companies have cultures that reward long hours and others are more focused on employee well-being and a better work-life balance. Some are now focusing on remote work, and you'll find other companies that value office life. However, whatever the culture, you need to make sure it's rewarding and engaging, and you need to clarify your company's identity to attract like-minded people who want to be part of your team.

And whatever your workplace environment, your new employees should be onboarded with a simple and informative welcome process so they feel immediately at home.

By showcasing your company culture - opens in a new tab, if you've helped create a workplace you can be proud of, you'll be more successful in attracting and retaining quality people. It's so simple.

Feel the benefits(*12*)

Corporate culture is related to the range of benefits and benefits that a company can offer its staff. Generally speaking, if you have more generous perks and perks, you will be able to attract talent and keep people from leaving for other positions at different companies.

Keep in mind, however, that no single approach will appeal to all potential staff members. Some will simply want better wages, while others will prefer more comprehensive health insurance. You'll find that some employees respond well to workplace perks like free snacks, while others prefer more vacation time.

As with culture, it's all about finding the mix of benefits that reflects your company's philosophy and will attract staff who match that spiritual vision. And, just like with the right culture, if you have appropriate and generous benefits, you'll be able to hire better staff and retain more of your existing workforce.

Once you find the right combination of benefits and culture, you need to shout it out. By demonstrating why your company is a wonderful place to work, you'll be more successful at attracting staff.

Nail job ads(*12*)

Of course, you won't be able to fill all vacancies by hiring internally. When you need talent for good, you need to follow the right process to get the job done right.

Start with your job description. It must be specific and detailed, of course, and it must clearly communicate the role, but that's not all.

If you want the best chance of success, you should clearly write your job description and cut out buzzwords and business jargon. You should discuss your company's goals and plans so potential staff members know what they're getting into, and you should describe the salary or salary range and benefits offered so candidates can make informed decisions about whether to apply.

Your job ads should have a clear and specific job title and also include relevant keywords, as this will give your ad an SEO boost (Opens in a new tab).

You need to explain the hiring process and do everything you can to make your company seem like a great place to work. After all, you're not just recruiting, you're also selling your business to potential candidates.

Post in the right places(*12*)

There's no point in having a brilliant job description if you don't post your ad in the right places. Sure, your company should have a careers page listing job openings, but that's just the beginning.

You should post your job ad on all major job sites - opens in a new tab - if you want your job ad to have maximum visibility. From LinkedIn (Opens in a new tab) and Monster (Opens in a new tab) to Indeed (Opens in a new tab) and Glassdoor (Opens in a new tab), it will pay to have as many eyes on your ad as possible.

However, smart hiring managers will look beyond the big sites. There are plenty of brilliant job boards out there that are tailored to particular industries and situations, and they're always worth checking out if you want to find the best talent. You might end up using FlexJobs (opens in a new tab) if you want to find remote and flexible staff, for example, or Ladders (opens in a new tab) if you're hiring for a position with six-month salary figures. . AngelList(Opens in a new tab) is a great option for startup hires, and you can use Scouted(Opens in a new tab) if you want to prioritize personality over resumes. If you need more advice here, just head over to our guide to the best job boards in the US.

If you have a budget to spend on your recruiting process, it's also worth spending the money on the extra features that many great recruiting sites offer. By purchasing better employer packages, you'll typically be able to post more jobs and promoted ads, see more candidate data, and gain access to more tools that can deliver better information and more hiring quickly.

Person looking at website on laptop

(Image credit: Pexels)

Create a great online presence(*12*)

Your business needs a great culture and a variety of premium benefits to attract the right people, but that's not all: You need to combine any impressive real-world reputation with a prominent online presence (opens in a new tab).

The company should be active on all critical social networks (opens in a new tab), from LinkedIn and Facebook to Twitter, YouTube and Instagram. If you're really detail-oriented, consider Pinterest, Snapchat, TikTok, and even Reddit. Your business should have a slick website and consider articles and blogs (opens in a new tab) to grab industry attention.

If your business is active in cyberspace, you can become a familiar and trusted face in your industry. And if that happens, more potential employees will look twice at your job postings and decide to apply, because your company will be seen as a busy, rewarding, and exciting place to work.

There are also professional guidelines to follow. Make sure your message is consistent across all your online channels, from the content you post to the brand you use. Develop a proper social plan with clear strategies and goals, and keep an eye on their reviews on sites like Glassdoor so you can spot potential issues.

Develop meaningful relationships(*12*)

Your business does not operate in a vacuum. You should build relationships with universities, other educational institutions, and relevant non-profit organizations to network with potential new staff members.

After all, universities have many highly knowledgeable graduates and they will need jobs once they finish school. If you already have a relationship with the university, you are more likely to be at the forefront of people's minds as they think about the next step.

Many colleges host job fairs (you absolutely must attend, especially since your rivals will) and many colleges also advertise job openings on their websites. Universities are also good avenues for finding interns, and many of these people could eventually fill full-time positions with your company.

You can partner with non-profit organizations to do something good in your community while developing relationships with people who might also want to work for you in the future.

Beyond colleges and nonprofits, consider attending job fairs in your area or hosting a career day at your own company.

Look outside the box(*12*)

CVs - opens in a new tab - dominate the job market, which is understandable, but if you focus too much on these documents, you will inevitably miss out on good candidates.

Your next superstar employee may not check all the boxes in the job description and their resume isn't complete, but that doesn't mean they're not worth hiring.

If you stray from reviewing resumes, you'll often find that it's intrinsic personality traits, skills, and talents that make a candidate worth hiring, rather than what's written on their CV or in job descriptions. jobs you have had in the past.

Ultimately, however, you...

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