Struggling to attract new talent? Eight Mistakes You Can Make

In the current recruitment market, competition is fierce. With so many options available to job seekers, companies must try to compete with others in their industry to attract and recruit talent, and as a result many companies have struggled to fill the role এবং and wonder what they can do to rise to the top. List of candidates.

In today’s market especially, applicants should be approached differently than in the past to attract them, and perhaps some companies are making a few mistakes in this way. To help, a panel of young entrepreneur council members discuss some of the mistakes companies have made in competing for talent and explain what leaders need to do to correct them.

1. Failure to express clear values ​​and principles

Becoming post-epidemic, mission-driven or having company standards makes it even more important to make clear what you actually mean. Companies need to be very concrete in this regard: 1. How they are actually following ethical practices, 2. Explaining clear principles for how remote tasks will work in practice without burning people, 3. What is still a community building plan and sharing purpose When office buildings and cafeterias are less relevant and 4. Identify how career advancement will occur when “face-time visibility” is limited with leadership. Candidates are no longer interested in pitches that do not match their daily routine. – Swarup Jagadish, Acrylic Data

2. Forget taking advantage of your current employees

In an effort to find talent, your team members are your best employers. Tap into your in-house pool and ask your team to help promote job opportunities, connect with alumni, and tap into alumni networks. Create incentive programs and equip your staff with brochures, recruitment materials and onboard decks. Record some internal videos or interviews with team members and promote them on social media. Make your team members the heroes of the organization. Everyone tries to be a hero; Let them be one and join the Avengers in your own unique team. – Mario Peshev, Devrex

3. Lack of transparency

I still see companies holding on to conservative approaches to recruitment. The work structure has changed drastically in the last two years and, whether you are a remote-first company or not, it is important to address this in the hiring process. Overall transparency is not something to be ignored; Candidates aren’t looking for vague words and Friday beers (at least, not only). Candidates want to know what the job structure is like, how much is the salary, the bonus conditions and what you are looking for and not looking for in this role. Everyone has a busy schedule, so plain, transparent information should be given priority over everything else. – Brian Palace, Opportunity Network

4. Use of external employers

Many companies hire employers to fill the role, but this is an old playbook. Instead, consider hiring an internal recruiting team. A team, or even an internal employer, will know a lot more about your culture, the pace of your work, and your coworkers than an external employer. We brought in an internal recruiter a few years ago when we had very few 30 people. We now have over 50 people with an offer letter acceptance rate of over 80%. – Beck Bamberger, BAM

5. Focus too much on money

One thing companies fail to see is that doing a job is not just about money. Many are raising their salaries in an attempt to lure new candidates. It’s a conventional, old-fashioned way, but it’s not the only thing people are looking for today. Nowadays people, especially young people, are looking for non-touch at work. They want a balanced life, a healthy lifestyle and a work environment that is aligned with their values. If they have these, they will take less wages. In practice, for companies, this means putting more emphasis on these things rather than raising wages. Offer flexible transfers, a gym membership, a free yoga class as a bonus for good work, and grocery or mail-order ready-to-eat gift cards. – Baruch Labunsky, Rank Secure

6. A net cast very wide

When hiring, it is tempting to try to attract as many candidates as possible by providing a comprehensive job description so that you have a large pool of applicants to choose from. However, arbitrary recruitment wastes everyone’s time. The reality is that you are probably looking for a specific person, skill set or attitude to hire in your company. By making sense of your job description, filled with the actual tasks and expectations you are looking for, you will attract more targeted candidates with a higher probability of being suitable for your company. So don’t be afraid to be personal in your job description. Tell them why it’s great to work for you, explain what you actually expect from the role and include the awesome parts of the job! – Maria Themothy, OneIMS

7. Provide little to no feedback

I think there are lots of good candidates out there waiting for the opportunity to be part of a good company. Lack of feedback is one of the main reasons why applicants are outlining why they do not feel motivated to participate in the recruitment process. Ensuring proper communication about how the process is going will keep the company’s reputation high and motivate job seekers to try again. – Alfredo Atanasio, Uassist.ME

8. Don’t consider your own role

Companies are not considering their own role in all of this. There is almost an arrogance in the recruitment process, where companies just hope that the perfect candidates will crowd in to them and then they will pick the litter. Increasing competition means that both parties to the system, employers and employees have to face challenges! I would advise companies that are struggling to find the right talent to revise their own hiring strategies. Where are you advertising? How does your listing look? Does the candidate have to rewrite the resume they submitted to you for your application process? The right candidate can do a lot of business to get away with it. Companies have to think in the shoes of the applicant, do I want to work here? – Nick Wendy, Stitchgolf

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