Employee recruitment often happens in a rush – either someone leaves or your workload has become overwhelming, and suddenly it’s a scramble to fill the gaps. Your initial recruiting ideas might include posting to job boards or hiring recruiters, but what if we flipped the script? What if recruiting wasn’t about reacting to emergencies but planning for success?
Imagine having a list of potential hires when your team is already rock-solid. It’s like having backup players waiting on the sidelines, ready to jump in when the time is right. There’s no frantic rush, allowing you the time to find the best person for the job.
Let’s dive into proactive recruitment strategies – helping you attract top talent without external pressure. Join us in exploring a smarter way to recruit, one that prioritizes quality over urgency, setting up your business with a team that’s built for long term success.
Who would’ve thought that a simple Google Form would be a game-changing tool for the recruitment process? Creating a waitlist for potential employees will help you gather information from interested candidates who want to work for your company, without needing to hire a third party agency or share job postings to employment websites.
By placing this waitlist on your careers page, linked on your socials, or sending it to anyone who expresses interest, you’re creating a rolodex of qualified and engaged individuals who want to work for you. You don’t need to waste time searching for leads when you have this list in your back pocket!
Through this form, potential candidates can share their experience, skillsets, and what kind of job they’re looking for. You can also ask them if they are actively searching for a new job, or if they are only considering a new career with your company specifically. You’d be surprised by the number of people who are just excited about the idea of working in your business!
Remember that good people know good people, so don’t hesitate to ask your current employees to refer people they know! Rachel Harris mentions in episode 223 of Cubicle to CEO that she has an employee referral program in place where she gives employees £500 if they refer someone to their waitlist.
This waitlist application expedites your hiring process because the moment you need to hire someone, you already have a bunch of people interested and ready to fill the open role. Just be sure to follow up with them shortly after they apply. Ghosting a potential new employee until you decide you need them might not start off the relationship on the best foot. 😉
Another creative recruitment idea is implementing a content strategy that is targeted at potential new employees. Use your social media to attract candidates by showcasing your company culture, values, and potential opportunities in the content you post.
What you share should be very intentional. From being transparent about what is happening in your business, to sharing employee benefits and ‘Day in the Life’ snippets, this kind of content will speak volumes about what it’s like to work for you.
Another effective approach Rachel uses is collaborating with her high-profile clients. Instead of using this content to seek attention from other high-profile individuals, use it to illustrate the caliber of clients potential employees could engage with if they worked for you. It’s a subtle yet powerful way to showcase the professional landscape your team navigates.
Rachel dedicates a THIRD of her entire content strategy to attracting potential team members. So, use your platforms to paint a picture of your workplace values, and the impact your company can have on someone’s career.
People notice the morale of your employees. When onlookers see how happy your staff is, they’ll wonder if that same work life is possible for them. The key here is to treat your team so well that other people will come to you in hopes of having the same experience.
The most effective way to support your employees is by showing them that you care about them holistically. Doing just enough to get decent work out of them won’t yield high retention rates or top quality effort.
Start by ensuring that your employees are paid well. Choosing a job and wanting to make a career out of it is a massive decision. So it is your responsibility as the employer to offer jobs that are worthwhile for your team. Transparency in pay structures is also wildly underrated. While not every detail needs to be disclosed, providing a clear understanding of how employees can progress in their roles will be motivating and encouraging.
It is also important to invest in your team member’s growth. This can be through monthly personal development sessions, skill-building seminars (for personal finance, mindset, leadership, etc.), or even life coaching. A positive work environment doesn’t always demand deep pockets; it simply thrives on intention and your dedication to your people. It’s about fostering an environment where their overall well-being matters.
If you can, take it a step further like Rachel and pay for gym memberships, therapy, offer flexible 35 hour work weeks, and all expenses paid, week-long vacations every year! These are the kind of extra perks that have 149 people waiting in line to work for her business.
Recruitment isn’t just about sending a job offer; it’s about selling an experience. When extending offers, be sure to provide comprehensive information, not just about salary but about the unique benefits that set your workplace apart.
Recruitment shouldn’t be a frantic response but a strategic plan for excellence. Let’s eliminate the need for last-minute hires with innovative recruiting ideas. From creating waitlists to strategic content and nurturing your team, recruiting is about selling your workplace experience, not just a filling a space. That’s the real secret to attracting and retaining top talent – amplifying the genuine and empowering environment you’ve created in your company.
Want to hear how Rachel Harris saved £100K by using creative recruitment strategies? Listen to episode 223 of Cubicle to CEO – available everywhere you listen to podcasts!
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