How to Secure the Best Talent for Your Business
How to Secure the Best Talent for Your Business
One of the biggest problems for businesses is finding the best talent. In such a competitive market, attracting the most highly skilled candidates to you can be a game requiring both a thorough talent acquisition plan and a bit of luck.
Though the employment rate has recently shown signs of recovery, the number of vacancies now exceeds one million for the first time since records began. So, how can you persuade the top talent to come to join your graduate recruitment programme?
Pareto Law is skilled in getting top talent to businesses, with a specialism in graduate recruitment. If you’re looking for only the brightest for your company, then we can help connect you to remarkable graduates.
Your Acquisition Strategy
The fact is, if you don’t know which roles need filling most, then you won’t have the focus to acquire the best talent.
Try to understand what skills and roles are a priority for your company. Having this focus will help you evaluate which candidates are best for your company as you look to the future. It’s essential to have a talent acquisition strategy in place to help you with this. In your strategy, you should evaluate your HR processes and onboarding strategy, and look at how your talent acquisition will match the values and priorities of the company as a whole.
You should also evaluate what types of talent you really need in terms of your long-term company plan. The graduate recruitment pool is highly competitive, and every company will seek the top talent. If you’re looking for a long-term investment, you need to know exactly what you’re seeking and why.
Try to understand what skills and roles are a priority for your company. Having this focus will help you evaluate which candidates are best for your company as you look to the future.
The Job Advert
It all starts with the job advert - this is where candidate recruitment is make-or-break. If your job advert isn't attractive to candidates, you might be falling at the first hurdle.
Indeed, what employers and candidates consider a good job advert varies. In fact, while 72% of hiring managers say they provide clear job descriptions, only 36% of candidates agree with that.
A good job description will be clear about the role’s responsibilities and offer insight into the company and its values. This is even more important when it comes to graduate recruitment, as these highly-skilled but less-experienced candidates should know what the role entails from the outset.
Don’t be afraid to take risks with your job advert - if a more casual tone fits your company style, try it out. The right people for your company should be excited and interested in your job advert, and tailoring the advert to them means you’ll be more likely to find the right person for the job.
Screening candidates is an essential step in the hiring process, and you need to make sure you’re discovering the very best talent from your applicant pool. However, the process can be complicated - 52% of HR leaders say that the hardest part of recruitment is identifying suitable candidates.
This is even more important when it comes to graduate recruitment. With so many young people looking for jobs, you’ll need to find a way to quickly evaluate applications, securing interviews with only the best candidates.
The easiest way to do this is using technology. Advancements in AI mean that computer programs can now identify the candidates that best fit the job description and meet your needs, saving you time and connecting you with only the most promising candidates.
As well as screening graduate recruitment, AI programs can also provide insights into what kinds of candidates have stayed at your company. The program then matches their qualities and personality traits with your pool of applicants, bringing you only the most qualified and promising talent to your company.
No longer is the full-time, 9-5 worker a standard in the industry. More so than ever before, we’re seeing part-time positions rise in popularity as companies take advantage of flexible work opportunities and job sharing.
Three out of four companies now say that using flexible talent will become more important to their recruitment practices in the future. If you’re only focused on filling full-time positions, then you could be missing out on the best talent.
While you may have a preference for full-time candidates and traditional graduate recruitment, part-time contracts have their benefits too. You may just need a little extra help for short-time projects, but part-time workers can also help to ease the workload on your current employees, reducing stress on your staff.
Does your business need help with graduate recruitment? Reach out to Pareto Law today to find out how we can help you solve your hiring limitations and select the best people for your business.