High growth means recruiting; good recruiting sustains high growth.
How can you set yourself apart from a sea of competitors vying for the same top level candidates?
Build relationships before you’re looking to hire
Long-term outreach can be a key factor to acquiring top talent. Establishing rapport is the single most important differentiator. Even before you have an immediate position to fill, start developing relationships with the best individuals. Of course, you must do your research and tailor your approach to build a personal connection with the most qualified candidates.
Once you plant a seed with qualified candidates, you can show them the benefits of working for your company early on, allowing the relationship to naturally develop over time instead of during a rushed recruitment process.
Develop Internal Advocates
Your existing employees know the company and USP better than anyone else. Use this to your advantage. Make them visible during the first stages of recruitment.
Before a potential employee steps through your door, they should have a positive perception of your brand and a good idea of whether their skills match your needs, and vice versa.
While the rest of your competitors are using professional recruitment companies to handle the hiring process, have directors or managers make contact with recruits over the phone.
Tailor Your Job Descriptions
When you find a great candidate, you must prove your company’s value. Let them know upfront you care about and can provide the tools necessary to propel their career forward.
Just keep in mind, offering a higher salary or vague job descriptions do not qualify as differentiators. This is what everyone else is doing. In the long run, it’s not all about the salary. The top candidates want to contribute value and develop a meaningful connection with their employers. Therefore play to their strengths and nurture their passion. Customise the role so they can perform at their best.
