It doesn’t matter whether your company is a small business or large corporation – talent is key to achieving your business goals.
Needless to say, there are many companies competing with you for acquiring talents, so if you keep on relying on recruiting methods which aren’t adjusted to this target, you might simply lose them to other opportunities.
Engaging talent isn’t something that just happens – whether it’s attracting new talents or maintaining those who currently work at your company, you’ll need to put in a lot of effort to become an enterprise which offers an attractive work environment and culture.
Here are 7 foolproof ways for engaging top talent.
If you think that asking employees in an annual survey whether they’re satisfied will do the trick, better think twice. Does satisfaction really give you enough information about whether your top talent is ready to do everything to bring the enterprise closer to its goals?
That’s right, satisfaction is a very vague concept. Instead, strive to find out whether people feel fulfilled and committed to the cause. It’s best to measure which issues they find engaging and disengaging – and use this knowledge in designing their work environment.
If your survey brings no tangible results, you simply need to change your method.
Nothing works better for keeping talents engaged than a vibrant community in the form of a content-rich social platform which enables passive candidates to organically learn more about your company. Peer-to-peer interaction is key in communities – talents know whose word to trust and you can use this to your benefit in community interactions where your employees act as brand ambassadors.
There are many advantages of connecting with talents by means of a community. You’ll save time – both your own and of candidates who will be able to access resources, insights and tips to answer their questions and streamline the engagement process.
This will also limit the number of questions your HR department will have to deal with – those will be effectively answered by peers. Finally, you’ll be able to constantly enhance the journey by asking employees for testing and offering feedback on your HR tool. Community building is your best measure for talent engagement.
What attracts talent to an enterprise is a unique and engaging employer brand. Recruiters realize that employer brand is a key part of the everyday recruitment and talent acquisition processes. Before you engage talent, you need to develop an employer brand which reflects your company culture and business vision on a long-term basis. The kind of image your build will impact candidates’ impression of your enterprise in the next several years.
Your employer brand should reflect the employment experience at your company – try to develop a theme which resonates with your target new-hire demographic. It’s not easy to gain a reputation of a place where it’s great to work, but it’s definitely worth every effort – an engaging employer brand will ensure a continuous stream of qualified candidates and decrease your turnover rates.
You might think that mobile is just a fad, but in fact it’s a worldwide trend which experts claim is here to stay for good. You can expect candidates to search for jobs and screen companies on mobile devices – that’s why adopting mobile tools into your recruitment process is in your interest. Otherwise, you stand no chance at creating an experience to engage talent. By adopting mobile technologies, you’ll also help your hiring managers to engage talent instantly and from every corner of the world.
Candidates are consumers and they’re used to using mobile devices and work in the always-on mobile environment. It’s something talents are familiar with and like – and you should be there to meet them halfway, exactly where they hang out.
Recruiting in mobile is a swift and simple process, accessible from any device at any time. Moreover, it can be collaborative on its every single step. Recruiters can choose from many apps geared specifically at engaging candidates on mobile with functions ranging from application form creation and candidate ranking to interview scheduling and candidates feedback. Using these tools, hiring managers can review candidates records and share them to enable collaborative hiring. In sum, going mobile is good for everyone involved in recruiting – both talents and recruiters themselves.
Imagine that you’re a candidate and that during the first half of the recruitment process recruiters remain in constant communication with you. Then at some point, they just stop. Obviously, you’ll think that you’re no longer being considered for the position. That’s when you start looking around for other opportunities. And that’s how talent slips right from under the grasp enterprises.
If following up talent in recruitment process is still a challenge for your recruiters, you should double your efforts here. This is the moment where many enterprises fail to engage candidates – and those who are engaged will have a clear idea about where they’re standing in the recruiting process.
Your best strategy here is leveraging HR technologies to set up triggers for automatic communication to let candidates know where they stand in the recruitment cycle. Keep a continual dialogue with candidates and you can be sure that you’ll make a good impression. Qualified talent is always pursued by other recruiters, so this kind of ongoing communication effort will help you to stay fresh on their minds.
With a CRM tool you can create a profile for each candidate, together with their contact info, precise record of their journey, and even more key facts. Building the right kind of interaction with candidates from the start leads to maximum engagement. These tools are usually customizable and feature smart recording and tracking functionalities to help recruiters in following the process.
These tools will also help to maintain candidates as engaged and proactive as possible. Every interaction with candidates can be planned based on what happened before – this is how recruiters can stay relevant to the process and nurture candidate or employee relationship.
It’s usually companies which are actively seeking new candidates that are considered most interesting by candidates. But that doesn’t mean that you cannot already work towards marking candidates for future openings. Recruiters build a candidate pipeline by collecting and managing resumes, but pipelines are much more than that. Effective pipelines offer a selection of qualified candidates ready to work almost instantly. Pipelined candidates are usually already screened and interviewed by recruiters – and just waiting to be matched to your next job opening. And guess what helps in pipelining candidates effectively? A good CRM program, designed to strengthen your employer brand and engage pipelined candidates by offering constant interaction with hiring managers and key information about the company’s openings.
Engaging talent is one of the key tasks of any effective hiring team, aware that engagement is the single most powerful factor in acquiring new qualified candidates and keeping happy those who are already sharing their expertise with the enterprise.
About the author: Carol Williams is part of the team behind Florida Oranges – a fruit shipping company. She combines her long-standing experience in HR and leadership with her zeal for writing and sharing her knowledge.
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