4 ways to outsmart your recruiting challenges.

4 ways to outsmart your recruiting challenges.

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You’re busy. Between a barrage of deadlines, urgent requests and day-to-day duties, it can feel hard to get your head above water. While an extra set of hands will surely lessen the load for you and your team, finding the time to vet and hire an effective employee is a tall order when the rest of your work doesn’t stop. 

Although recruiting typically falls into HR’s lap, it often feels necessary to take that responsibility upon yourself due to the complicated web of finance lingo that comes with vetting potential candidates’ skills, qualifications and experience. So when you’re tasked with recruiting new members for your team, how do you find the time to search for, vet and hire candidates — all while staying current on your deadlines?

We’ve put together a list of four steps you can take to outsmart the cat-and-mouse game of hiring.

position your company as a place people want to work

Candidates spend a good amount of time vetting your company, asking questions like: What sort of growth opportunities are available? Do you have a competitive benefits package? Are you hip with the current trends?

To get ahead of those questions, here are a couple of steps to take as you invest time in growing your team.

1. write impactful job posts

Your job post is often one of the first things a prospective employee considers when deciding if they’d like to work for your company. So think of your job post as an advertisement — use the job post as an opportunity to generate buzz and excitement around your company. Using engaging language and providing a clear explanation of what the job entails can make a world of difference in encouraging a candidate to submit an application.

think of your job post as an advertisement — use it as an opportunity to generate buzz and excitement around your company.

2. turn your employees into brand ambassadors

Do your current employees love where they work? Would they recommend your company to their friends and family? If the answer is no, you may want to revisit your employee engagement strategy — after all, engaged employees are excited employees, and that excitement is contagious! Consider taking some time to better understand your employees’ attitudes about their work and your company to see what small changes you can make to have a big (and rippling) impact on your growth.

try searching within

In the technology age, it can be hard to find people with the right technical knowledge for your open positions — especially when it comes to industry-specific software and certifications. But sometimes the best candidates are sitting just outside of your office.

upskilling pie chart 82 percent of employees say lifelong learning is important, but nearly 40 percent report their employers don’t provide upskilling opportunities

Your employees are eager to learn, and the cost of sending your employees through additional training and certification courses is often cheaper than onboarding someone completely new (especially if it doesn’t work out, since replacing an employee can cost up to 21% of their salary). Not to mention the positive impact this will have on your employee morale.

move quickly 

Top talent is on the market as little as 10 days. Between a 2.1% unemployment rate in the financial industry (according to BLS) and the aforementioned growth expected for the industry, there’s no time to waste when it comes to hiring great talent. 

To help you face these obstacles head on, we’ve put together a list of four steps you can take to start hiring faster — and we’ve already mentioned a couple of them!

partner with a staffing firm

A trusted partner will take the time to understand your business, as well as the exact qualifications you’re looking for in a new hire. With that, they can advocate for your company to their vast and diverse networks, giving you the reach you may not achieve on your own.

a full-service staffing firm can work with you to develop strategies for employee engagement, employee retention and workforce management.

Plus, because staffing firms maintain an arsenal of skilled candidates who are ready to work when you are, they’re often able to fill your jobs fast — which, as we’ve mentioned, is imperative. 

And even beyond simple hiring, a full-service staffing firm can work with you to develop strategies for employee engagement, employee retention and workforce management. The result? A renewed energy for your business, and a sense of excitement across your workforce (which is great for ROI). 

Ready to dive into a partnership with a staffing firm? Here are five questions you’ll want to ask when choosing a potential staffing partner so you know you’re choosing the right match for you. Or, if you want to start browsing candidates right away, head on over to our Find Employees portal to start hiring today.

search for candidates now button

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4 ways to outsmart your recruiting challenges.

Posted by Alyssa Rocco on Dec 26, 2019 10:40:22 AM

You’re busy. Between a barrage of deadlines, urgent requests and day-to-day duties, it can feel hard to get your head above water. While an extra set of hands will surely lessen the load for you and your team, finding the time to vet and hire an effective employee is a tall order when the rest of your work doesn’t stop. 

Although recruiting typically falls into HR’s lap, it often feels necessary to take that responsibility upon yourself due to the complicated web of finance lingo that comes with vetting potential candidates’ skills, qualifications and experience. So when you’re tasked with recruiting new members for your team, how do you find the time to search for, vet and hire candidates — all while staying current on your deadlines?

We’ve put together a list of four steps you can take to outsmart the cat-and-mouse game of hiring.

position your company as a place people want to work

Candidates spend a good amount of time vetting your company, asking questions like: What sort of growth opportunities are available? Do you have a competitive benefits package? Are you hip with the current trends?

To get ahead of those questions, here are a couple of steps to take as you invest time in growing your team.

1. write impactful job posts

Your job post is often one of the first things a prospective employee considers when deciding if they’d like to work for your company. So think of your job post as an advertisement — use the job post as an opportunity to generate buzz and excitement around your company. Using engaging language and providing a clear explanation of what the job entails can make a world of difference in encouraging a candidate to submit an application.

think of your job post as an advertisement — use it as an opportunity to generate buzz and excitement around your company.

2. turn your employees into brand ambassadors

Do your current employees love where they work? Would they recommend your company to their friends and family? If the answer is no, you may want to revisit your employee engagement strategy — after all, engaged employees are excited employees, and that excitement is contagious! Consider taking some time to better understand your employees’ attitudes about their work and your company to see what small changes you can make to have a big (and rippling) impact on your growth.

try searching within

In the technology age, it can be hard to find people with the right technical knowledge for your open positions — especially when it comes to industry-specific software and certifications. But sometimes the best candidates are sitting just outside of your office.

upskilling pie chart 82 percent of employees say lifelong learning is important, but nearly 40 percent report their employers don’t provide upskilling opportunities

Your employees are eager to learn, and the cost of sending your employees through additional training and certification courses is often cheaper than onboarding someone completely new (especially if it doesn’t work out, since replacing an employee can cost up to 21% of their salary). Not to mention the positive impact this will have on your employee morale.

move quickly 

Top talent is on the market as little as 10 days. Between a 2.1% unemployment rate in the financial industry (according to BLS) and the aforementioned growth expected for the industry, there’s no time to waste when it comes to hiring great talent. 

To help you face these obstacles head on, we’ve put together a list of four steps you can take to start hiring faster — and we’ve already mentioned a couple of them!

partner with a staffing firm

A trusted partner will take the time to understand your business, as well as the exact qualifications you’re looking for in a new hire. With that, they can advocate for your company to their vast and diverse networks, giving you the reach you may not achieve on your own.

a full-service staffing firm can work with you to develop strategies for employee engagement, employee retention and workforce management.

Plus, because staffing firms maintain an arsenal of skilled candidates who are ready to work when you are, they’re often able to fill your jobs fast — which, as we’ve mentioned, is imperative. 

And even beyond simple hiring, a full-service staffing firm can work with you to develop strategies for employee engagement, employee retention and workforce management. The result? A renewed energy for your business, and a sense of excitement across your workforce (which is great for ROI). 

Ready to dive into a partnership with a staffing firm? Here are five questions you’ll want to ask when choosing a potential staffing partner so you know you’re choosing the right match for you. Or, if you want to start browsing candidates right away, head on over to our Find Employees portal to start hiring today.

search for candidates now button

Topics: industry:accounting & finance, phase:explore, topic:problems, cat:professionals