It’s official. 2022 is the year of recruitment.
After two challenging years of employment insecurity, employees are ready to make their move. Although business confidence is improving and money is starting to flow through the economy once again, employees are feeling the strain and burnout of the last few years.
We’re now seeing a unique storm of motivators causing employee movement. We know that many employees are being forced to return to the office and they’re feeling like their loyalty throughout the pandemic isn’t being recognised. As a result, they’re looking for a change of scenery and asking themselves; is there something better for me out there?
In this article, we’re not talking about the ‘why’ when it comes to employee movement (for that, you should check out our retention resources). Instead, we’re looking at how you can leverage the situation to have your best recruitment year ever.
Productive recruitment favours the proactive. During the Great Resignation, you can’t just expect great talent to find you. You have to be creative and consistent.
What is talent sourcing?
Talent sourcing is the process of finding and attracting exceptional and qualified candidates for your open roles. It requires hiring managers and HR to be actively pursuing and seeking candidates, rather than just waiting for potential applicants to come to us.
When HR uses a strong talent sourcing process, they take a more active role in finding the kind of employees that we really want. They don’t just post job ads and hope for the best. They seek and pursue the best people for the role and help the candidate realise, even if they weren’t actively searching for a new role, that they should make a move.
How can businesses create a talent sourcing strategy?
A classic talent sourcing process would include things like uploading job ads to different job boards or cold contacting (contacting someone without an introduction) people that you believe would be a good fit for the role. But, such a competitive job market demands a little bit more.
HR and hiring managers need to be more strategic when they approach this task moving into 2022. To capture the attention of in-demand talent, you need to think outside the box.
10 creative ways to source top talent and broaden your talent pool
1. Create a unique employee value proposition (EVP)
What is it that makes working at your business a unique experience for your employees? When you go beyond employment and a salary; what else makes working for your business special? It’s perks, benefits and programs. It’s business values, vibe and structure. All of these things make up your EVP.
Your EVP should be unique to your business. If it isn’t, 2022 is the time to bolster it. What additional rewards, benefits or programs could you introduce that makes your business a place that potential candidates just can’t say no to?
2.Shout about your employee benefits
It’s a harsh truth, but if you don’t shout about your EVP, all of your efforts putting it together go to waste when attracting new candidates. This is where employer branding comes in.
Employer branding is the voice and image of your business as a workplace. It captures the vibe of your employee experience and tells the world who you are as an employer and your reputation. It’s everything when it comes to promoting your EVP.
To develop your employer brand, ask yourself questions like;
- Are our potential candidates active on LinkedIn? Are they looking at what others in their network are sharing?
- Do they have Facebook and Instagram accounts? Are they often exposed to advertising on these channels?
- Are there any influencers that they follow? Who do they look up to?
- Where would they look for job opportunities? Would it be LinkedIn, Seek, Indeed, a company’s own social media channels or a newspaper?
- What is most important to our candidates? What would win them over?
3. Network meaningfully
Networking can sometimes have a bad reputation, but it doesn’t have to feel forced. When you’re networking for new talent, you’re in a great spot because you’re not pursuing opportunities, you’re sharing opportunities for current and future positions.
Attend local events and meetups, job fairs, and participate in online events. When it comes to having conversations, be authentic. Remember, it may be professional, but it’s important to be friendly and have fun. This will reflect well on yourself and the business.
Arm yourself with conversation starters that showcase your personality; light-hearted anecdotes will serve you far better than a rehearsed elevator pitch. Avoid overusing buzzwords and technical jargon, ask meaningful questions and listen. After the event, always remember to follow up and make a note of your interactions with the person. You’ve just made a new contact that could be interested in future positions.
4. Leverage your employees
When it comes to finding and attracting new recruits, an employee referral program is one of the most powerful tools in your arsenal. Asking your staff to become advocates of your business can help you tap into great talent within their extensive professional networks, and help you boost your appeal as an employer.
Through incentivised employee referral programs, businesses can leverage their own teams’ networks and turn team members into advocates for working at the business. It’s a great, personal way to source the best talent recruiters otherwise wouldn’t have access to.
According to job site CareerBuilder, 82% of employers rated employee referrals above all other sources for generating the best return on investment. Employees hired through referrals also come into the candidate pipeline 55% faster than those sourced through career sites.
Are you looking to set up an employee referral program for the first time? Our employee referral factsheet can help you get started.
5. Approach passive candidates
A passive candidate can be defined as a person who is not actively seeking a new job. However, a hiring or HR manager identifies that this person could be the right fit for an open role at another company. Passive candidates often have a wealth of experience or knowledge in niche areas or have highly sought after skills.
Highly qualified talent would have had their inbox overflowing recently due to the Great Resignation, so cold contacting is not always the best way to approach prospective candidates. Try seeking a ‘warm introduction’ instead.
A ‘warm introduction’ is where you find someone in your network who knows your ideal candidate. Reach out to this mutual person to see if they could facilitate an introduction. This creates a better pathway to the candidate and fosters a sense of trust before you’ve even let them know about the role.
If you have zero mutual contacts, cold contacting is still worth a try. Use our Passive Candidate Outreach Template for the best chance of candidate engagement.
6. Keep candidates ‘warm’
Speaking of warm – have you ever had two fantastic final candidates for a role, but one of them won the role by a small margin? The other candidate could become a ‘warm’ candidate.
In order to do this, HR needs to be strategic when they let the candidate know they haven’t been successful for the first role. When you’re calling the person to let them know they haven’t been successful, you might say;
‘While you haven’t been successful for this particular role, the whole hiring team were really impressed with your knowledge of [specific skill] and we believe that you would be a great fit for our team. We have some open positions coming up in the near future, are you happy for me to reach back out soon with the details?”
If the person agrees to keep in touch, make sure that you contact them as soon as anything relevant comes up.
7. Design creative expressions of your EVP
Sometimes when you’re trying to attract new talent, you have to think like a marketer to get in front of the eyeballs of the right talent. Get some ideas from your marketing team about how to make some creative content around your EVP and team culture.
Members of your team could write a blog or article about what it’s like to work at your business or their employee experience around a certain theme. For example, I wrote a blog about my Employment Hero experience and posted it directly to LinkedIn.
A visual representation of what working for your business is like is also an absolute must. Whether it’s a photo of a work event or a more creative execution of workplace life and values, there are lots of ways that imagery can help tell your story.
Here’s a silly example of ‘Employment Hero Bingo’ that our designer made for social media to creatively show some of the day-to-day fun we have.
8. Advertise in unlikely places
Are you sure that your job ads are reaching the right candidate? While it can be easy to use channels like LinkedIn, the right talent pools actually might be more active on channels like Github or Stack Overflow. If you’re looking for local talent, you might have some luck advertising in the local paper.
You might also need to seek great candidates abroad to widen your talent pool. Hiring internationally can seem a little daunting at first, but with a service like Global Teams you can have the international compliance and payroll easily taken care of. Learn more about hiring tech and sales talent overseas.
9. Find PR opportunities for your leaders
PR shouldn’t just apply to promoting your product or service, it can also help you elevate the profile of your company leaders. It’s a key part of recruitment marketing that can often be forgotten about.
There are lots of leadership and business publications, media platforms and podcasts who are always on the lookout for knowledgeable guests. You might even be able to nab a spot on a webinar series or panel for a similar business in your industry (if they’re a non-competitor).
Getting your leaders’ face out there really boosts your businesses but also your employer profile. Passive and active candidates can begin to put a face and personality to your company, aligning their own values and career goals.
10. Reduce your recruitment process with recruiting software
This might not be the most creative suggestion on this list, but it’s absolutely essential and often overlooked.
What’s your standard recruitment process at the moment from the candidate’s point of view? How long does it take job seekers to get from applying for the role to being offered the position?
It’s not unusual for a quality candidate to have to go through a screening call, 3-4 rounds of interviews and complete a task as part of their recruitment process. During that time, there’s lots of administration happening on the other side, as internal stakeholders swap feedback and manually move candidates through the funnel.
There’s a common statistic to remember here; the best talent is off the market within 10 days. A robust talent pipeline is crucial in capturing target candidates. From your candidate’s point of view, try to keep the entire process to a minimum, don’t make them jump through any hoops.
An applicant tracking system (ATS) can help dramatically reduce admin on the backend. Easily move your candidates through the pipeline, from application to interviews to onboarding. Our ATS recruiting software provides a singular source of truth for all stakeholder feedback and allows you to easily track candidate progress from your Employment Hero account.
To find excellent and qualified candidates…
…you just have to be a little creative. If you want more ideas on sourcing strategies for quality candidates, watch our Talent Wars series. In our first edition, we’re helping you boost your talent sourcing efforts with insights from expert panelists; Sinead Connolly of Lotus People Recruitment and Kate Jolly, Employment Hero’s very own Talent Acquisition Manager.
Watch Talent Wars, episode one now, and access the full series here.