Right now, your company is not identifying and attracting high-quality candidates. Whether your career page needs an overhaul or you're struggling to engage your company to bring in top talent, there’s a lot of room for improvement. Making some smart adjustments will help your company draw
in the right people, drive growth and prepare for what’s next.
Here are a few quick actions you can consider to move up the maturity curve:
- Invest in your career page. Even a light lift, like making sure that candidates don’t have to leave your website to apply, can greatly improve the experience for job seekers. Get inspired by these awesome career pages.
- Document a referral submission process so everyone can easily participate in and track the referrals they submit. This is most accessible with software where all users have to do is upload a resume and the referral will be reviewed by the recruiting team.
- Be proactive by directly sourcing hard-to-fill roles. Don’t wait for great candidates to come to you – go out and find them yourself.
You are on the right path, but your current process is likely reliant on one or two great recruiters and a lot of your efforts are just getting off the ground. You may have started laying the groundwork to identify and attract top talent, but there’s certainly room to grow. Perhaps you’re already encouraging referrals or directly sourcing for high quality, passive talent.
As you keep maturing, here are a few more actions you can consider:
- Identify an executive sponsor to help define and map out your DE&I strategy.
- Offer incentives for referrals and reward engagement as well as results, whether it’s a cash bonus, company-branded gear or a fun raffle every quarter. Having a small incentive in place can help to keep referrals top of mind.
- Encourage internal mobility. As you continue to grow, make sure any opportunities that can be filled internally are shared with current employees, along with a clear process for internal role change. It will help you keep the great talent you already have in the long term.
You are consistently identifying and attracting top talent to your company. You’ve got all the basics down, from a strong referral program to a great hiring brand. Now, it’s time to uplevel and truly separate your team from the rest.
Here are some actionable tips to consider as you continue to mature:
- It’s time to systematize your DE&I goals and efforts. Consider investing in a tool that can help you share your DE&I commitment and keep the right behaviors at the forefront for everyone.
- Set up a strategy that consistently leverages your existing talent base every time you open a new role. That means reconsidering past applicants, reviewing prospects who may have never applied and nurturing relationships with passive candidates over time.
- Ensure your entire tech stack is working well together. Evaluate whether all your key sourcing tools (LinkedIn, Glassdoor, Hired, etc.) can fully integrate with your talent acquisition platform.
The talent you are attracting is your competitive advantage. Your hiring brand and sourcing tactics draw in great candidates. When you open a role, you’re confident you’ll be able to find the right person for the job. Your whole company is invested in recruiting and helping identify the best candidates. Looking to keep improving?
Here are some actions we see the most strategic companies working on:
- Discuss DE&I frequently and thoughtfully, start employee resource groups (commonly called ERGs) and set specific goals.
- Does your organization do campus recruiting? Make sure your on-campus brand reflects your employer brand with well-designed materials and a consistent, easy method to collect info. Tools like a recruiting events mobile app can differentiate your organization.
- Set and report on goals based on the number of different candidate sources. The more varied your sources are, the stronger your talent pipeline will be. Make sure that no single source makes up more than 60% of your pipeline.