Your up-and-coming staffing firm needs to hire recruiters who capable of handling today’s competitive market. Those we can call staffing leaders are those who, in addition to being experts in recruitment, are innovators and big-picture thinkers.
It can be a challenge to find and hire staffing leaders, especially as the owner of a small agency. Other, more established firms are on the lookout for such recruiters too. To hire the staffing leaders you need to succeed before your competitors do, use these tips.
Optimize Your Online Marketing
When it comes to hiring for leadership positions, you must be vigilant about your employer branding. How you present your firm’s knowledge and experience, as well as how your peers and clients perceive you online, goes a long way to attracting top candidates.
Make sure you have a good handle on your online marketing; it’s the best way to let top candidates know you’re a competitive firm. You should have profiles on social media platforms like LinkedIn, Twitter, Facebook, and Google+. Don’t discount what a website with proficient search engine optimization (SEO), mobile-responsive design, and a blog will do for your online marketing as well.
Candidates should be able to research your firm’s employer brand and learn about how passionate you are about your job market niche before they interview with you.
Focus on a Behavioural Interview Strategy
When you’re hiring for leadership positions in your firm, it’s important that you don’t get tunnel vision regarding candidates’ skills. Your firm needs leaders who are culturally fit for its work environment and recruitment team, which means you need to pay attention to both hard skills and soft skills.
Soft skills are trickier to gauge than hard skills because they are skills that must be proven in context. Candidates can say they’re “responsible” or “good at delegating tasks,” but you can’t always connect skills like these back to a degree. Behavioural interview tactics are a must in these instances. With these tactics, you can ask questions that help you determine a candidate’s values, adaptability, communication skills, and more.
There are popular behavioural questions you can ask to reveal a candidate’s soft skills. Be sure to ask situational questions, such as this one for example: “Tell me about a plan that went awry at work. What was your role and how did you influence the outcome?” Questions like these will prompt leadership-worthy candidates to demonstrate their prowess in communication, critical thinking, and problem solving.
Invest in Competitive Back Office Solutions
Staffing leaders want to work for the best firms. They want to spend their time building relationships with clients and candidates. They don’t want to spend all their time on data entry and menial tasks. While it’s also a matter of maximizing your firm’s budget, investing in back office solutions also improves your ability to save time and improve efficiency in the front-end of your business. As a result, staffing leaders will be attracted to your company because you’ll offer them the opportunity to focus on client and candidate relationships rather than paperwork.
Staffing leaders want to work with firms that run a tight ship and are tackling daily operations in the same innovative way they would. Seeing that you’ve invested in back office solutions will leave a lasting impression.