HR 3 January 2018

Five things you shouldnt do if you want to attract top talent in 2018

New year is the perfect time to address your recruitment strategy
New year is the perfect time to address your recruitment strategy
How will your small company attracttop talent in 2018? Here, co-founder of job listings site Adzuna, Andrew Hunter, offers five helpful recruitment tips.

As we begin the new year, there’s sure to be an influx of potential applicants looking to start afresh with their career. With this in mind, it might be time for your company to scrub up on how it can attract top talent.

With the growing number of millennials joining the workplace, combined with the growth of more small businesses and startups, it has never been more important to be at the forefront of your industry to attract top talent.

What better time to start than at the beginning of a new year, to make sure you are going over and above to ensure you are getting those top candidates this 2018.

Read more:?January job exodus set to hit technology, travel and leisure businesses

As a business owner, it’s important that your company grows alongside your future employees, and is willing to meet their expectations. Why should you expect top candidates to join your team if your company isnt standing out as the most elite in your industry?

A recent global study revealed that Switzerland is leading the way, both in terms of attracting and retaining top talent. Meanwhile, the UK comes in at a surprisingly low twenty-first. it’s likely that the career opportunities, job stability and strong focus on work-life balance in Switzerland is what encourages candidates to stay.

In the 2018, UK firms should be looking at the techniques used successfully in places like Switzerland, and be learning from them. Here are five things you should never do to attract top talent to your business.

(1) Keep your employees in the dark

The majority of job interviews don’t give a deep insight into what working at the company will be like, and a lack of transparency can be off-putting to job candidates.

If an applicant leaves a job interview feeling like theyve been kept in the dark on purpose, or not received an accurate portrayal of what the job role will be like, they’re unlikely to be enthusiastic about working for you.

This doesnt mean you have to give every detail about your company away at interviews, but make sure that your company culture, expectations and an accurate outline of what the job will entail, are fully understood by the candidate.

(2) Overlook the importance of company values and ethics

As a brand, all employees represent you. If your company appears to have poor ethics, or has perhaps received backlash for offensive behaviour in the past, candidates are unlikely to want to be associated with you.

There is no better time to evaluate and refresh the values and ethics of your company than at the start of the year.Before you begin the hiring process, consider things that would attract you to a job and implement them into your own business.

Make your mission statement and your company culture clear on your website in order to prevent unsuitable candidates applying for roles, saving both yours and the job hunter’s time this year.

Also, take the time to think about the work perks and benefits you can offer employees, and stay true to your word. If you’re advertising flexible working, for example, make sure you stick to that.

(3) Fail to keep social media profiles active

Over a third of the global workforce is expected to be made up of millennials by 2020, and brands need to keep up in order to appeal to millennial job hunters, who are renowned for being active on social media.

The only thing worse than not having a social media presence is having an account that isnt regularly updated. A Twitter timeline that’s been neglected since 2012 suggests to potential applicants that as a brand you’re lazy, that you don’t interact with customers and that you’re out of touch.

Begin 2018 by setting up a weekly schedule for your company to contribute to the social media world, and across the year monitor the difference it makes in attracting employees.


 
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