There’s a lot of human resources advice out there letting you in on best practices when it comes to heading out on the hunt. The vast majority of that advice is external – how to get the most out of your efforts to reach out and pull in new talent.
However there’s another area you should focus on – the internal. There’s a lot of ways to build up your company to make it far more attractive for potential new hires. In essence your efforts are spent selling your company to talent, so it’s only going to help you to make sure your company is all dressed up and ready for its close-up.
Target Your Networking
This first tip helps you save effort in the long run. In this, the digital information age, shot-gunning your human resources efforts in the hope of getting a hit on some quality talent is a waste of time.
If your company works student job fairs start to gather info on which schools have provided the best R.O.I. with quality hires. The A-list students at one school might only equal the C-list students at another school, depending on the programs and quality of professors. Cut the C-list school and narrow your focus to the better institutes.
In the same vein start cutting networking meetings. Most are pure shot-gunning. See if you can nab yourself the guest list ahead of time and pre-screen whether or not it’s worth the effort of attending – a lot of the time the answer will be no.
If you’re not already on , get on it. Pronto. LinkedIn is hyper-targeted networking done from the comfort of your own office/home. By joining groups you can even get excellent recommendations, or offer recommendations to others in exchange for reciprocation at a later date.
Polish Your Company’s Online Presence
Getting your company’s culture out there online is a huge human resources boon. With effective social media and website management you’re always selling your company, staying in the mind of the talent pool even if you’re not hiring right at the moment.
Check out your company’s website. Is it clean, nice to look at, and easy to navigate? If your answer is “no” to any of these points then it’s time to tip the boss off that the website needs a sprucing up.
If you really want your website to sing find someone who knows how to work a Google Analytics read-out. These analyses are a gold-mine of info about where your website draws the most views, and where it loses them.
Your ongoing presence in social media (Facebook, Twitter, LinkedIn, etc…) is another area rich in human resources potential. The key here is to interact – it’s not a one-way info dump.
Engage in conversations, give advice where it’s needed, relate to customers and clients if they have a complaint. With every conversation you have the chance to show the entire world that you’re a caring, hip place to work that cares about its customers. Talent is going to see this and remember you.
Plus with every tip you send out you’ll be branding your company as experts in your field.
Added bonus – it’s free.
Help Mould the Company into Something That Can Be Sold
Polishing a… thing that is not polish-able is one heck of an uphill-battle. If your company’s product or service is less than stellar then trying to bring in top tier talent is less about extolling your company’s virtues and more about selling snake-oil to potential hires.
This one’s tricky. You’re human resources, not the boss, not operations, or whatever other division is involved in production in your company. It’s not likely that any boss wants to hear that their baby is ugly.
But you know better than anybody that the people you’re trying to hire want to be proud of their contributions and the company they work for.