Sharon Wagner is a guest writer for our blog. She wrote a great article and I wanted to share it with our readers.
Whether you're attracting customers or talent, effective marketing involves solid storytelling and strategy. As an employer, what is your company's unique selling proposition? Answer this question, and you lay the foundation for some great stories and a successful recruitment marketing campaign to improve hiring. Read on for some tips from MAS Recruiting.
Craft Job Descriptions That Are On-Brand or Impart Benefits
US Chamber suggests drawing candidates in with brand personality or by shining a brief spotlight on your company values and culture-enhancing perks. Potential employees need to relate to what you offer, stand for and hope to achieve.
Ensure that job posts include requirements and responsibilities to engage the right people. Ambitious individuals will look for opportunities for personal growth.
Perhaps your organization does the following:
• Promotes from within
• Enables a healthy work-life balance
• Caters for full-time remote work
• Hires a diverse or disability-inclusive workforce
Conveying this information can expand your pool of human resources and cement a reputation for care, flexibility, and forward-thinking.
Leverage Inbound Marketing
From content marketing blogs to social media, value begets value. If you consistently put out high-quality content or sponsor appealing in-person events, you will win over high-quality applicants. These followers know your brand and aspire to be a part of it. Your company's Instagram or YouTube could feature happy clients or share case studies and corporate social responsibility projects. You can also benefit from linking your main social profile to a dedicated recruitment profile. Recruitment accounts focus on showing thriving new hires or long-time staff members. They also link to open job posts on your website's career page or recruitment portal.
Captivating and shareable recruitment videos can extend your digital reach and nudge leads down your recruitment funnel.
Offer an Employee Referral Program
Offering employees incentives for finding top-notch talent can be a real boon to your HR pipeline. When esprit de corps prevails, employees can be your biggest advocates. Outsiders are more likely to trust authentic one-on-one testimonials from existing workers than glossy one-way communications.
Employee referral programs can also help you find excellent passive candidates. These accomplished individuals aren't necessarily looking for another job. However, with some persuasion, they may be inclined to make a change. LinkedIn has a role to play here too.
If there's a job fair at your local university or a military veteran event in town, prioritize being present. Attendees can discover or take a deeper dive into your brand with an HR rep. LinkedIn advises highlighting different company benefits depending on your audience. For example, veterans often look for structure, teamwork, or a fast-paced environment. Recruiting locally and at the graduate level nurtures what could be a long-term relationship from the ground up. Candidates are eager and provide a fresh canvas for a best-practice culture.
If your B2C marketing is sound and you can afford to outsource, get a recruitment agency to screen suitable would-be employees for you. This way your business can focus on interviewing and onboarding the cream of the crop. And new hires can get involved in exciting projects as soon as possible.
Emma Grace Brown is a guest writer for our blog. She wrote a great article and I wanted to share it with our readers.
Internet technology is a field that lends itself well to remote work. Techies can collaborate from virtually anywhere on the globe. Of course, it’s not just about how people work together – you also have to consider their qualifications, experience, and ability to work in a remote team environment. Managed correctly, a remote team can be composed of the best of the best in your industry.
Who Do You Need?
As part of the pre-launch business planning process, give thoughtful consideration to the type of employees you need to hire. This might include a mixture of project managers, team leaders, contractors, and freelancers. Write a job description for each role that outlines necessary qualifications and responsibilities in the position. Also consider the traits that make for a good remote employee – the ability to manage time well, juggle multiple competing priorities, and be a self-starter and good communicator. Sketching out these details in advance of interviews will help, whether you go through an online job board or a recruiter or ask for referrals in your industry.
Finding the Best People
One of the best things about hiring a remote tech staff is that location is not an issue – you can hire the absolute best people in the world without asking them to relocate. Of course, time differences and language barriers need to be taken into consideration to ensure good communication and the ability to co-work, but the bottom line is that using remote workers opens your hiring pool by a significant degree. You might also ask colleagues, trusted advisors, mentors, and even your alma mater for recommendations. Industry organizations are also useful for finding top talent, especially in niche tech fields.
Managing Your Team
To effectively manage your remote team, schedule regular team meetings, one-on-one discussions with direct reports, and regular virtual checks-ins regarding progress and updates. Your staffers should feel like they can reach out to you for guidance at any time.
Also consider the benefits of using an online payroll platform that offers features like automatic payroll scheduling, same-day deposits, and tax filing. Using a smartphone payroll service that’s compatible with both iOS and Android gives you the ability to manage payroll directly from your smartphone.
Developing Best Practices
Since communication is essential for a remote team, make sure everyone is on the same page from the start. Develop training manuals and best practices around project management and client interaction, and set expectations about group tasks. A project management or tracking program can help ensure everyone is sharing information and working from the same data sets and deadlines. Your best practices should also touch on cybersecurity, according to the Federal Bureau of Investigation, to ensure your company, employees, and clients are protected. This should include information on how information is collected, stored, used, and shared, and detail who has access, rights, and permissions to various areas of operations.
Hiring a remote team offers a lot of benefits and gives you the chance to hire the best professionals in your industry. According to CIO, you can keep staffers happy by providing opportunities for growth and development, and foster relationships between team members so they work as a cohesive unit. Invite feedback as well – diverse opinions and inputs can help your company grow and evolve in positive and meaningful ways.
If you’re in the market for tech professionals, MAS Recruiting can connect you to top performers in the field. Reach out for additional information.
Photo by Pixabay
Executive Search Blog
As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.