Recruitment of candidates, identification of the right person, management and talent development are some of the human resource issues that companies in the marketing communications sector are not immune to. In a series of texts, the specialized firm looks at it, in addition to suggesting avenues to follow. With the Breton Tradition emploi finding the right employment is easy now.
Five tips for recruiting the right candidates
Now, companies and organizations want more than just recruiting staff. Their goal now is the acquisition of talent. However, this requires a long-term strategic vision, HR planning, a marketing approach, the application of advanced analytical tools and the active use of new technologies in recruitment. In this context, here are five tips for recruiting the right candidates.
Look after your employer brand
To acquire the best profiles and talented people, the company must itself be an attractive professional destination.
The acquisition of talent is to attract the best profiles. If you want the most interesting candidates to apply to your company, you must make yourself known to them and make them want to work at home.
This is where your employer brand comes into play. Looking after the image of your firm including its image as an employer increases the appeal you could attract to potential candidates. As postulants who must stand out, a company must be able to show added value compared to its competitors.
In this regard, your employees are your best ambassadors. Therefore, encourage them to speak well about your organization (staying frank and honest, of course). In addition, as you would sell products or services, do not hesitate to deploy marketing actions, but geared towards recruitment.
The employer brand is also a host of details that, in the end, will make the difference: adapt your workspaces to get out of the traditional uninspired compartmentalized spaces; send personalized answers to applicants; job offers that focus on corporate profits rather than a long list of hiring criteria; encourage your employees to share your job offers on social networks by offering them benefits.
Identify the desired profile
We do not recruit talent for the simple pleasure of recruiting. It is very important to determine the skills, experience and training required to fill the position. However, we must go beyond this stage.
Know how to distinguish between technical and more human skills. For example, a good strategist will not necessarily be good at managing an operational budget. Similarly, a talented creative may not be the best at managing a team. Therefore, list all aspects of the job well.
Once the necessary skills are identified, set mastery levels for each one. There stays a kind of gradation of your expectations. Thus, you will have very precise indicators and parameters, which you will then evaluate with each candidate.
Likewise, why not include criteria that are more specific to your corporate culture and values than the job you have to fill. This will allow you to find good candidates, but also those who will be able to integrate better within your teams.
Define a talent acquisition process
Unlike recruitment, which is often short-term, the process of talent acquisition begins before this process. While recruitment focuses on what is operational, talent acquisition is more about planning for future needs. Its managers must find ways to unite the needs of the organization with the expectations of the people who could meet them.