How to find the people you need.
Published: June 24, 2022

I recently spotted a sign I’d never seen before. It was in the window of a small restaurant. It said – ‘owing to lack of staff we are having to close down.’ This was in London, a city with over eight million people. There is clearly a big issue right now regarding recruitment. So what can you do to give yourself the best chance of finding the employees you need? Here are seven tips that may make life a bit easier on the recruitment front.

Be nice.

First impressions are very important. Whether it’s a video call or a face-to-face meeting, it’s vital to be friendly and show up on time. Even if you’re running late, then let the candidate know as soon as possible. And if you’re meeting them in person, treat them as you would one of your customers. Offer them a drink and make them feel relaxed. Make them feel wanted. On top of that, make yourself available throughout the process so they can contact you at any time. If you come across as difficult or unfriendly, the person you want could end up working for someone else.

Describe the job. Properly.

If a job description is vague, confusing, or too long-winded, don’t expect people to be knocking your door down. Make the job title as accurate as possible. Write an engaging summary, that gets people excited about the role and your company. And don’t ignore sustainability. Many people don’t want to work for companies that aren’t sustainable commercially, environmentally and socially. They want to work for businesses that think about their impact on the people they work for, and the world around them.

Include all the essentials, and what their role will be within your organization. Don’t be verbose. It’s been reported that job descriptions of between 700-2,000 characters get 30% more applications. Paying attention to the words you use can mean the difference between finding the right employee and wondering why no-one has bothered to get in touch.

Look at past candidates.

There may be people you’ve looked at before, who weren’t right then, but may be perfect for you now. These are candidates who were keen to join your company, so they’ll know about you and what you stand for. It could also save you a lot of time and money in the recruitment process.

Embrace Social Media.

Social media allows you to share job posting with your entire network and encourages a two-way conversation. Even if the people you reach aren’t interested in the job for which you’re hiring, it’s likely they may know someone who is a good fit with your business. Also, by sharing photos and videos from company events or day-to-day office life, you give potential applicants a glimpse into your company culture and values.

Use employee referrals.

Highly regarded workers usually surround themselves with other highly capable professionals. While many employees may already be sharing roles with contacts in their networks, an employee referral program can boost this even more. By incentivizing referrals with bonuses and contests, you can drum up excitement and further motivate your workforce to bring the best talent they know into your organization.

Attend Industry-related events.

Industry specific events are an excellent way to meet motivated industry professionals who are eager to network and move forward in their field. For example, if you’re seeking a marketing executive, find a local group, meetup or association focused on marketing and attend a local meeting. The most passionate professionals will quickly stand out.

Check your website.

You may think your website is just for customers and potential investors. Wrong. It’s also the place potential employees go.  Does your website reflect your culture and values? Is it up to date? Does it portray your business in a positive light? Does it represent the views of those who work for you? A website is your shop-window. It needs to be engaging enough for people to want to come in and learn more. Ignore it at your peril.  

Recruitment is difficult for many businesses right now. Power seems to have shifted from the employer to the employee. People are more prepared than ever to leave jobs they don’t like or ignore jobs or companies they don’t like the sound of. That’s why businesses need to try harder than ever to ensure they’ve done all they can to recruit the people they need.