It is harder than ever to attract and retain talented individuals to your organisation, and you’ll need to put in the extra mile to really stand out as an employer. Job seekers often call the shots, with flexible working and remote working becoming more popular options, and the job market is especially competitive here in Ireland.
As a business, you’ll need to find new strategies to attract the very best people to work with you. Let’s take a look at how to create effective recruitment strategies to ensure you get great results when you have vacancies in your organisation.
There are so many ways to advertise for new talent and the strategies that are the most effective will appeal to talented individuals who can bring a lot to the table. Here’s how to get them on side:
You’ll already know that remote working is a very popular trend that has been normalised in Ireland in recent years and offering it as standard will give you the advantage over your competition. Demonstrating that you offer flexibility and remote working options shows that you understand the need for a good work/life balance and have a progressive approach. You should be prepared to negotiate terms and provide the technology required to make remote working successful, as well as having integrated plans to enable effective collaborative work.
Having a strong brand presence gives you the edge when you are trying to attract new clients, and you should ensure that you have a standout brand story to tell. Your professional culture and values should be communicated clearly to candidates and your commitment to inclusion and diversity should be self-evident. You will need to ensure that your brand is shared via social media platforms and other digital platforms in order to catch the eyes of the right people.
Give your employees and potential employees an extra reason to love your business when you create a working environment that prioritises their health and wellbeing. You can build these into your workplace culture, with wellness programmes and mental health support on site, as well as ongoing opportunities for CPD. It is well worth considering the extras you will offer alongside a good salary package, such as generous parental leave and holiday allowance for your employees at every level. You should check what sort of packages your competitors are offering while you are constructing your offers.
High quality applicants will always be looking for growth and development opportunities when they are job hunting, and you can show that you are committed to CPD from the very beginning. From training schemes and mentoring to international conferences, you’ll attract the very best people when you offer exciting routes to progress.
Making the application and interview process positive for your candidates is very important, and you can streamline the whole process to ensure that it appeals to the top talent. A transparent screening and recruitment process that keeps candidates in the loop is vital, and you can offer feedback and updates to ensure that your potential employees feel valued throughout. A recruitment process that is long or drawn out can feel pointless and stressful for applicants, and it is likely that other companies with more efficient processes will snap them up if you allow them to!
Meeting diversity and inclusion targets should not just be a tick box exercise, and appealing to the top talent will mean committing to these at every level. You may need to introduce schemes to protect diversity and inclusion in your organisation, and this might involve working groups and community outreach.
Sometimes, the people who are already working in your organisation are the best fit for more senior positions. Encouraging your own employees to climb the ladder and offering referral programmes for them to refer others in their networks will enable you to make the most of recommendations and ensure that existing and new employees remain engaged.
Of course, appealing to the top talent means becoming a top-quality employer, and you can use these guidelines to ensure that you make the most of the opportunities to step up to the bar. By streamlining your hiring process and offering a strong compensation package in a growth-oriented workplace, you’ll set yourself ahead of the competition and you’ll have the pick of the bunch.
At CareerWise, we work with organisations seeking new talent as well as professionals looking for exciting new roles in pharmaceuticals, supply chain, engineering and HR organisations. We recruit for positions of all levels, including managerial, graduate and entry level positions in Ireland, and we will be happy to discuss the options with you. Contact us online now or call us on +353 (0)21 2061900 to talk with one of our professional Recruitment Consultants.
Joe Robbins is co-founder of CareerWise Recruitment. A graduate of the University of Limerick (Degree in Business Studies, 1985), Joe worked in the UK for five years where he specialised in materials management, production management and plant management for a number of companies.
He returned to Ireland in 1992 to become Operations Manager for a Cork-based start-up, FMC Automotive Division which was subsequently taken over by Snap-on Equipment. Joe managed the business re-location of this company to Shannon in 1997 before setting up CareerWise Recruitment in 1999.
He is a committee member of the Chartered Institute of Personnel and Development (CIPD) Mid-West region, and a former Director and Vice President of the Shannon Chamber of Commerce. Joe is former Chairperson of the Sixmilebridge Camogie Club and current Chairperson of the Clare County Camogie Board.
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CareerWise Recruitment. EastGate Village, EastGate, Little Island, Cork.
Phone: +353 (0) 21 206 1900
Email: info@careerwise.ie
