WHEN IT COMES TO ATTRACTING TOP TALENT TO YOUR COMPANY, RECRUITMENT IS KEY. BUT FINDING QUALIFIED EMPLOYEES THAT FIT YOUR COMPANY CULTURE, VALUES AND NEEDS CAN BE DIFFICULT.
The United States Department of Labor Bureau of Labor Statistics reports that the official unemployment rate in 2016 never rose above 5 percent, indicating that the hiring climate is extremely competitive. That means human resource managers have their work cut out for them.
At Global Community Charter School in New York City, recruitment is ongoing, for both teachers and students. Human Resources Coordinator Michelle Marcelino says the charter school leverages a mix of both traditional and new recruitment tactics when searching for teachers. For example, it lists openings on paid websites and job portals, such as teacher-teachers.com. “We also reach out personally to universities and tell them about our openings,” Marcelino explains. “And our own teachers also refer their previous colleagues to us. That’s one of the more effective ways to get qualified applicants, by word of mouth or by referrals.”
Mary Curtin, vice president of administration at 4imprint, echoes that sentiment. “Associate referrals are probably one of the best tactics for key members that are working for the organization because people already understand the culture, and they’re going to recommend people who are a good fit within the organization.”
In addition to referrals, Global Community Charter School starts developing relationships with potential candidates at job fairs and other face-to-face recruitment opportunities. Having some promotional products helps grab attention. “When people pass by, they see products on our table, and they ask if they can have a pen or magnet, and that helps to start the conversation,” Marcelino said. Most recently, they’ve purchased the Sip & Flip Aluminum Bottle – 24 oz. and the Spooner Mug – 12 oz. to help spread the word about the school to possible applicants.
“Recruiting is fun,” says Angel Morales, community resource developer at Global Community Charter School.
“The focus should be in sharing your company because the more that you become known, the more that people will come and recruit you instead of you recruiting them.”
7 Fresh Recruitment Tactics
Consider these additional new tactics when recruiting staff.
1) Schedule interviews creatively.
Top talent is often currently employed. Help save their PTO by scheduling interviews outside of normal business hours. “We want to be flexible for them; it’s putting ourselves in another person’s shoes. We’re trying to be a little creative and empathetic,” Curtin explains.
2) Offer incentives for applicants and referrals.
Promotional products like tech items are especially popular with the college-age market. Think cell phone chargers, car chargers and cell phone accessories.
3) Provide career pathing and career exploration
Help your internal staff learn about growth opportunities within your own company.
4) Consider gamification.
This is an emerging way to educate applicants about your company culture by using gaming principles.
5) Advertise on billboards or yard signs.
These high-profile techniques reach passive job seekers and draw crowds to job fairs.
6) Give candidates an insider’s view.
Highlight your company and its positions with video.
7) Think beyond salary.
When recruiting staff, share more about the company and benefits than pay alone. The right candidates will be drawn to the right culture, not just a paycheck.