Add another layer to your #Business literacy. We at Serebral360° would love to know if the Forbes – Entrepreneurs article was helpful, leave a comment, like and share. Let’s dive in and discuss the information and put it to use to grow your business. #BusinessStrategy #ContentMarketing #WebDevelopment #BrandStrategy
Info@serebral360.com 762.333.1807 www.serebral360.com
Grap a copy of our NEW Business Stratgety Books #FFSS VOL1 and #FFSS VOL2
If you asked accomplished business owners what contributed to their success, you’d get a variety of answers. Having a great idea, constantly investing in their own education, and proactively managing their time would be some of the most common responses. But the smartest know that surrounding themselves with the right people was also a make-or-break factor.
There’s a lot that goes into hiring. You have to find talented people who possess the skills your business needs. If you’re building an app, you might be specifically searching for high-performing programmers and developers.
You also need to find people who fit your culture and have necessary soft skills, such as communication and adaptability. Doing so will lead to a more engaged, motivated, and loyal team that will help make your idea a reality.
Recruiting, however, has drastically changed as we’ve entered a more candidate-driven market. This means that top talent picks you — not the other way around. Considering how competitive it is to locate and attract top talent, recruiting has become absolutely essential. But the traditional techniques will no longer cut it. Today, you have to employ nontraditional recruiting tactics.
- Tap into the power of AI.
Artificial intelligence has revolutionized business: It’s being used to improve the customer experience, make better decisions, and boost productivity. It’s also being used to acquire talent.
According to a Deloitte Bersin report, companies that have incorporated AI in their talent acquisition experience 18 percent higher revenue and 30 percent greater profitability than those that don’t. AI assists businesses in locating the right talent and eliminating potential bias throughout the hiring process.
Currently, AI is being used in recruitment via chatbots that help candidates complete the application process. They also automate areas like screening and scheduling. Machine learning can help employers compose the ideal job posting and verify video interviews. It can also scan records to rediscover qualified past candidates or identify talent already within your organization. For candidates, AI is capable of creating a more personalized journey, such as determining the best time to contact a particular person.
- Utilize virtual reality.
Virtual reality is another innovative way to recruit. In fact, over the past several years, a wide range of organizations have used VR. Jaguar enlisted the help of the band Gorillaz to discover engineers through a mixed reality app to “test their curiosity, persistence, lateral thinking and problem-solving skills.”
Jet.com and Intuit utilized VR to give people a glimpse inside their office culture. General Mills, Marriott, and Deutsche Bahn, on the other hand, used VR stands during career fairs and events to give participants firsthand experience while helping them stand out from other attendees. The Commonwealth Bank of Australia employed VR to test candidates’ decision-making skills.
- Reach out to passive candidates.
Passive candidates aren’t looking to leave their current positions. However, considering that 85 percent of employed professionals globally would be open to switching jobs, a passive talent pool can be an excellent resource.
You can use AI to search the web and analyze candidate data to predict who would be most receptive. You can also engage with candidates on LinkedIn, Twitter, and Facebook. You can step up your brand’s appeal by encouraging employees to create content, highlighting your growth, and making sure your information on sites like Glassdoor is updated.
- Recruit during your time off.
You need to protect your time off, but it doesn’t hurt to talk shop when it’s appropriate. Let’s say you strike up a conversation with a developer on vacation.
Eventually, you may start talking about what you do for a living. She reveals she’s a programmer, which is great because you need a new coder on your team. You already seem to get along personally, and she possesses a talent you need. It definitely wouldn’t hurt to give her your contact information to set up an interview.
- Hold a competition.
If you have the resources, this is an interesting way to recruit talent. If you need a web developer, for example, host a “Top Developer” competition in which competitors design a new site that’s judged by a panel of experts. The winner would snag the job — and maybe even some prizes.
This not only lets you see how people work and whether they have the talent you’re looking for, but it can also generate buzz. As a result, it may draw in more applicants beyond the attendees, creating brand awareness.
- Use text recruiting.
Have you ever applied for a job, then waited an eternity to get a response? With text recruiting apps, you can keep a candidate updated throughout the process. They can also be used to notify people of new openings and for screening, scheduling, and sending reminders. Some organizations even use chatbots to conduct interviews via text. Not only is this convenient for everyone involved, but it earns an impressive 98 percent open rate.
The people you’re surrounded by play a big role in your success. That means recruiting requires real focus and effort — and a willingness to think outside the box. Engaged and motivated employees make the difference between an idea that has potential and an idea that’s made an impact.
April 25, 2019 at 07:32AM
Forbes – Entrepreneurs