It is a well-known fact that the most important asset for any business is their employees.

As your company grows you will need to recruit and hire staff that’s aligned with your company goals and culture. Good staffing starts with the recruitment process, and continues with an organized and thoughtful onboarding process. And the intentionality isn’t done after employees are onboarded. Rather, recruitment also encompasses areas like engagement and retention, learning and development, positive reinforcement and gamification after onboarding. It’s important to understand the entire lifecycle of an employee’s journey. Here are a few other tips for recruiting for success.

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Bring in the Best Employees by Highlighting your Unique, Defined Brand

When a business has a distinct and authentic business model, it makes it easier for people with the desired skill sets to find your company and apply. The workforce is increasingly specialized and job seekers are able to find employment not just at any company, but oftentimes one that aligns with their goals and desires. If you focus your business strategy so that it’s poised to attract, and retain, the specialized skills your business requires to succeed, you’ll have a true workforce behind your brand.

It’s also important, when working within an outsourcing partnership, to leverage your outsourcing provider’s skills and consider co-branding with them. We do this for our clients by working together to co-brand recruitment efforts and all associated tactics throughout the full lifecycle of employment. For example, we co-brand workspaces with client brand materials, showcase their values and organize client-focused team events and field trips. Collaboration between companies like this amplifies branding power and can help you reach more candidates.

 Be Clear and Specific with Job Descriptions

According to Real Business, having a specific job description will not only help you find the right employee but it will make it easier to find employment that fits well with your company culture. Well written job descriptions allow the business to find out what truly matters in any given position, what the deal breakers are and what you’re willing to overlook. This is the first step toward getting clear about what the ideal candidate will look like in an organization.

This is also an area in which getting on the same page as your outsourcing partner can further your success. For example, at Conectys, we calibrate a job position’s profile with our client so that what they’re advertising is aligned with what we’ve all agreed will be best for the company. When you and your outsourcing partner work together on recruitment (and selection), everybody wins. And, of course, your company should have final say in what candidates are ultimately selected. At Conectys, we handle a lot of the recruitment process for clients and make recommendations about who we feel is the best fit for any role, but we always give veto power to the client.

Constantly Recruit New Employees

It’s a good idea to always be actively recruiting new employees, even when there are no current positions open. The benefits to constant recruiting are that you never know when you will need to make a staffing change, and staying one step ahead of the game means you won’t be scrambling to fill a position you desperately needed to fill months ago.

Keep Initial Interviews Short and to the Point

Now that your brand has attracted stellar candidates at the right time, hone your list of questions. The first contact you’ll have with the candidates to assess their qualifications and cultural fit is typically via phone or video interview. Create a list of about 10 questions, and incorporate behavioral interview questions, to find out the most about a future employee as possible in a short amount of time. If you ask the right behavioral interview questions you can find out a lot about someone’s personality quickly. You can find creative ways to ask about what’s important in the role, like organizational skills and company culture.

Millennials and those in Generation Z are more likely to respond positively to swift and efficient action on your part; they tend to assume that companies with lengthy recruitment processes have an old, antiquated company culture. So keep that first conversation brief and if it goes well, you can then move them onto the in-person interview process. From here you can invest more time and energy into the candidate and their ability to perform and excel at their new role.

Put in Place an Omni-Channel Approach

Even if you feel good about a candidate’s interview, resume and personality, take it a couple steps further to ensure you have the best fit – and ask your outsourcing partner for help with this. Consider adding in employee referrals to see if there are any red flags raised about potential employees. This could take a little extra time, but it’s time well spent and could prevent many headaches down the road.

Companies that have a well-defined set of expectations from candidates and a clearly established company culture attract the best employees. If you still don’t know where to start, you can conduct industry research in order to find out how other businesses in your space are filling their employment gaps and lean on your outsourcing partner for help.

At Conectys, we hire staff that we know will be a great fit for our company culture and will excel at working with our clients. Our strong company culture means happier employees that love what they do. And we can help you build a similarly strong team and positive environment.

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