Make Recruiting Easy!

Fiona Adler, Director, HR Partner

Fiona is passionate about helping businesses get the tools and know-how to grow and streamline their operations. She has worked with SMB’s for over 20 years - creating online solutions that help them operate in the best ways possible. With a background in business consulting and an MBA, Fiona knows there is nothing more important than the Human Resources function.

ecruiting top talent is a challenge that many companies face – especially in the current environment. It can be difficult to attract the right candidates, ones that fit the skill-based requirements for the role, as well as ones that are a good culture fit and will be a positive addition to the team. But with the right approach, you can take steps to improve your recruiting results and bring in the best candidates for your organisation. Here’s how…

1) Build a Strong Employer Brand

Having a strong employer brand means that candidates are proactively applying to your company and when researching your company, they’re excited about the prospect of working with you. This means creating a clear, compelling message about your company and what it’s like to work there. Your employer brand should highlight your company’s values, culture, and mission, and communicate to potential candidates why they would want to work for you.

To develop a strong employer brand, start by identifying your unique selling points. What sets your company apart from other employers in your industry? What benefits and perks do you offer that are particularly attractive to candidates? Use this information to guide your recruiting efforts and create a clear and compelling message about your company

2) Use Multiple Sourcing Channels

To attract the best candidates, you need to cast a wide net. Don’t rely on just one or two sourcing channels, such as a favourite job board. Instead, use a variety of channels to reach as many potential candidates as possible.

Some effective sourcing channels could include:

• Job boards: Posting your job openings on popular job boards can help you reach a large pool of candidates.

• Social media: Platforms like LinkedIn, Facebook, and Twitter can be effective for reaching passive candidates and building your employer brand.

• Referrals: Encourage your current employees to refer their friends and colleagues to your company.

• Networking: Attend industry events and conferences to meet potential candidates in person.

By using multiple sourcing channels, you increase the chances of finding that right candidate.

3) Streamline Your Application Process

Recruiting without an Application Tracking System is like trying to do your business accounts without Xero! It’s possible, but chances are you’ll lose track of where applicants are up to in the process which means there’s a high chance that you’ll miss out on the best applicants - who simply move on if the process takes too long. It’s also inefficient and timeconsuming - so HR or people involved in recruiting tend to become jaded and unenthusiastic about the recruitment process.

A good Applicant Tracking System will include features such as;

• Easy process for applicants to apply (without needing to create a login)

• Ability to ask custom questions at the application stage (which makes for faster

• Easy-to-create email templates for communicating with applicants

• Customisable stages for keeping track of where applicants are in the process

• Ability to send out contracts requiring e-Signing

• Ability to add successful candidates straight into your HRIS system

By making the the recruiting process as simple and straightforward as possible, you can feel confident in encouraging more candidates to apply and improve your chances of finding the right person for the job.

4) Be Strategic with your Interviewing Approach

It’s easy for interviews to become a ‘general chat’, but by being strategic in your approach, you will be more likely to identify the best fit for your company. Use a standard interview guide and a set of interview questions that get to the heart of the attributes you’re looking for. Then score each candidate against those attributes. For best practices:

• Ask some open-ended questions that encourage candidates to share more about themselves.

• Use behavioral interview questions to assess how candidates have handled situations in the past.

• Use skills assessments or work samples to evaluate candidates’ skills and abilities.

• Evaluate candidates based on both their qualifications and their fit with your company culture.

5)

Provide a Positive Candidate Experience

Finally, it’s important to provide a positive candidate experience throughout the recruiting process. This means treating candidates with respect and transparency, and keeping them informed about their status and next steps. It also means processing their application quickly - as otherwise you risk candidates moving ahead with other offers.

HR Partner is the HR system with an HRIS and Applicant Tracking System all in one. It integrates with Xero for easy leave management and is super-simple to use.

>> Book a Demo Today <<

Right now, HR Partner is offering you 50% off for the first 6 months!

Or, if you want some assistance with a manual recruiting process, go to blog.hrpartner. io/hr-templates to get our free recruiting email templates, interview guide and more.

If you’d like to see how you can use an HR and recruiting system in one, please book a complimentary demo with us now: www.hrpartner.io/demo