No HR can deny the value a professional and highly skilled candidate adds to an organization. Hiring efficient managers, leaders, and workers is an essential task because without adequate human capital an organization or business is just an idea. How does an organization manage to source highly skilled and talented candidates?
The answer is HR hack! HR hacks are approaches, mostly needing minimal resources, utilized for the sole purpose of recruiting talented and highly skilled individuals into the organization. Every organization deploys HR hacks, while some take time to explore the right and the most effective set of hacks, others settle for the more common ones. The result, of course, is different. The companies that put in more resources have better chances of hiring top performers, in contrast to others who consequently end up with mediocre talents.
HR managers lookout for new and innovative approaches or hack to hire top talents in their industry. Some hacks have been tested and proven to be effective in increasing an organization’s probability when it comes to hiring top talents.
Here are some HR hacks that would help you hire efficiently:
Boomerangs or hiring previous employees is an effective HR hack, which can help your organization get talented employees they had lost. Organizations should stay in touch with highly skilled employees even after their stay. That would make them feel welcome if they wish to re-join the organization. What makes this approach even better, is you get back a more skilled and aware employee, which is beneficial to the organization.
Exciting Job Description
A key element often ignored by many organizations is the job description. A boring job description may describe responsibilities to the potential candidate but fails to attract them to the job. An innovative and exciting job description would help an organization find an equally motivated candidate for the position. Try searching for a description of roles like ‘Growth Hacker’, to get an idea.
The World Wide Web
Social media reach has taken a leap, making it a perfect platform for advertising job positions in your organization. A better reach means a bigger pool of candidates to choose from. This leads to increased chances of hiring the best talent and also removes the limitation to a certain region.
Top Employee Referrals
One of the oldest and most used HR tools has to be referrals. It is common practice to ask top employees of an organization for recommendations. If an employee comes through the recommendation of any top staff, it comes at the sake of the staff’s reputation, reducing the chances of a bad addition to the organization. Other than referrals from employees, referrals can also be from top customers, previous top employees or company well-wishers.
The not-so-official Setup
A non-official and friendly event is an excellent way to get a better perspective about a potential candidate beyond their curriculum vitae. Any social event, frequently attended by top professionals, is the ideal event any organization can hope to find a ‘right’ candidate for the job.
Understanding The Prospective Candidate – “What is Your Ideal Job?”
It is not an easy task to hire a talented innovator; it requires understanding their expectations, factors that could influence their decision of taking up the job, and previous job frustrations. These questions play an important role as it provides the answer to all the questions. On having a clear idea regarding the expectations of the candidate, then your offer can be tailored to stand better chances with the candidate.
Unique Employment Proposition
“What is your unique employment proposition?” is asking what edge we have over our competitors. It is essential to develop a unique employment proposition, give candidates reasons why you should be chosen over your competitors. One way to do this could be to engage your existing staff. Get them to state reasons why they love the office, work, and their colleagues. Noting these reasons would be of help.
Conversion to Full-time Employees
Another hack frequently utilized by HR is the conversion tool. Top interns, ex-workers, temporary workers, organizational consultants, and contractors can be converted into regular employees. The conversion tool is effective as the candidate understands the organization thus, making integration into the system easier and faster.
“Who is it?”, “Your CEO”
The CEO of the organization can call the potential candidate, mention how the company would benefit if their input is added and values the company will add to the candidate in return. This is one of the least used tools and is clearly more effective for small scale organizations than large industry giants.
It is essential this department works in sync with HR as they can both prove to be a boom for the organization. Significant publications, mention in reputable lists or business awards can help boost up the public image of your organization which in turn increases the inflow of quality applicants for job vacancies in the organization.
These are a few approaches, which would definitely help you as HR in improving the quality of human capital in your organization and secure top talent.
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