The three keys to successful recruitment

By: Victoria Harrison

Date: 3 December 2018

The three keys to successful recruitmentWhile recruitment and talent acquisition is central to the success of any progressive business, a large number of businesses struggle with it. In fact, just 24% of top recruiters believe that they make good use of the data at their disposal, despite technological advancements in recent times that could help with this.

Good use of data is just one key element of effective recruitment, which affords your brand a competitive edge over its rivals and identifies the best talent before they apply for a job with you.

The question that remains, of course, is what are the other important elements that drive successful recruitment? We've listed a few below.

1. A strong and well-defined company culture

One key aim of recruitment is to effectively engage with talented workers before they look for a job - whether that's experienced staff members, recent graduates or individuals who are still completing their studies.

As a result, you'll need to find a powerful 'hook', such as a vibrant company culture, to attract them.

A strong and consistent brand is also important, as this drives recognition and injects a sense of personality into the business. Just as humour can be used to bring a website to life, it's wise to humanise your brand so that staff and customers alike have a positive impression of it.

The key is to carefully define your brand and company values, making them relevant and emotionally impactful for your target audience This creates something authentic that appeals to potential job applicants, while offering an insight into what they can expect should they be hired.

2. Innovative and relevant employee rewards

Motivating employees has become increasingly difficult in recent years, as people increasingly look beyond their base salaries and bonus package in search of something more personally relevant and rewarding.

This has made attracting talent more complicated than ever before, especially when dealing with younger applicants who are likely to be motivated by more than money alone. With this in mind, you should strive to think outside the box when creating potential benefits packages for your staff.

Consider partnering with a rewards specialist that can provide practical help. Perkbox, for example, offers a host of innovative discounts and promotional offers for employees.

3. Clearly defined growth paths for employees

Remember that your staff are often fiercely ambitious individuals, with both short-term and long-term goals in the workplace. It's imperative that your business is in a position to fulfil these objectives through training, talent development and clear career progression.

As a result, you'll need to present your business as a strong investor in people, and one that is willing to offer clearly defined growth paths to employees.

You should also empower your employees to learn new skills, equipping them with a sense of personal fulfilment as well as benefiting your business.

Copyright © 2018 Article was made possible by site supporter Victoria Harrison

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