Every organisation craves for the best talent available out there, but the limited talent pool holds them from realising the goal. There is always a constant tussle going on in between the competitors to hire the best candidates.

While finding the best candidates is daunting amidst the cut-throat competition, but it is not impossible. To make it happen, recruiters need to slap an “S” mark on their chest that would make them a recruiting ‘superhero’. The only question remains: what kind of superpowers does a recruiter need to become a recruitment Superman? Read on to find the answer.

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1. Double-check hiring needs

Before rolling out a vacancy, make sure that you really need new employees for the position you create. Many-a-time, businesses wrongly adjudge a job requirement that creates unnecessary organisational hierarchy and reduce the efficiency of the whole business. You should coordinate with the senior management regarding every new vacancy that is floated to determine whether responsibilities can be divided among existing team members.

2. Define Clear Goals

Next, layout the goals and objectives to hire the perfect candidate. For instance, you must sketch out elaborate roles and responsibilities for the position in a crisp job description. Ensure that they do not conflict or overlap with other positions in the organisation. Identify the top skills and values that the ideal candidate must possess. Gauge whether such a candidate could even be found in the stipulated time frame for filling the job. Try to find the answers for as many questions as possible to become clear in your mind about the position that you are about to get filled.

3. Use Project Management Software

Supplement your hiring process with appropriate recruitment software to assign responsibilities to your team for better tracking. The best part of using a PM Software tool is that you can measure important metrics and analyse them to gain deep insights into your hiring process and improve them using this quantitative analysis. Additionally, typical hiring software also lets you take surveys that are essential for valuable qualitative feedback too.

4. Leverage Social Media

Social media platforms such as Linkedin and Facebook are great places to find passive candidates who are not even active on job portals. Make sure to represent your brand as an authority to attract the right candidates. Share videos of your office events, pictures, employee stories and other insightful contents to engage with potential top talent that might want to work with you.

5. Use LMS Software for Onboarding Process

If you want to build a state-of-the-art standard onboarding process for all your new recruits, using a LMS Software (Learning Management System) is your best bet. LMS lets you make separate modules for all the functional areas of your business, such as Sales, Marketing, Customer Service etc. You can put different videos in each module that are essential to properly train the new candidate in your company’s standard procedures, ethics, values, mission and more.

The best part is that all these candidates don’t need to be present at the same place or time to get training. Instead, they can simply access these videos from their own mobile device anytime, anywhere. Moreover, they (and you) can track their progress with the inbuilt tools and resume their training program from the point they left it in previous session.

Using an LMS software program would truly standardise your onboarding process and help you retain more employees.

6. Maintain Transparent Communication

Many top-tier candidates decide to leave an organisation due to the poor communication during the employment processes. Such negative experience for employees arises when they feel that no one is listening to their complaints and discomforts and therefore, start looking for a better opportunity.

As a recruitment superhero, it is your responsibility to remain available to listen to the needs of your team. You can set up online groups where team members can discuss with you besides taking frequent surveys. You can also go for one-on-one candid sessions fortnightly or monthly to uncover areas crippling employee morale and performance.

Conclusion

The onus of finding, recruiting, training and retaining top talent from a small talent pool of candidates is upon the hiring managers. This is no easy job and requires you to be a recruiting superhero in every sense. Thankfully, it is possible if you take the steps mentioned in this article.

Got any suggestions to add to the steps above? Leave in the comments below.

About the Author:

Kamy Anderson is an ed-tech enthusiast with a passion for writing on emerging technologies in the areas of corporate training and education. He is an expert in learning management system & elearning authoring tools – currently associated with ProProfs.

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