Hiring new employees is an inevitable part of being a leader. The hiring process is often viewed as a simple task — but there’s more to hiring than reading resumes and interviewing candidates. When there’s an opening in your company, it takes ample time and attention to get the right person for the job. It takes just over a month on average to hire a new employee, and the involved expenses are roughly $4,500. Not everyone has that kind of money laying around. The hiring process must be streamlined and cost-effective in order to work for everyone! Furthermore, if you’re planning on immigration labor advertising to fill a specialized position, you’ll need to make sure you’re cutting down on time and cost wherever you can.
Of course, your immigration advertising service will help you take care of the legal prep and meticulous planning involved in the PERM process, but their help can only go so far. You’re the employer after all, and you need to be able to keep your recruitment process as efficient as possible so both they, you, and your candidate can accomplish what they need to without a hiccup. Here are a few things you can do to improve your recruitment efforts, whether you plan on interviewing US citizens or are looking to use immigration ads.
Automation is Your Friend
Nowadays, businesses understand the benefits of technology and embrace the use of programs like CRM software, helpdesk chatbots, autofill applications, and more. There are plenty of ways technology can simplify your work tasks and make life easier — including recruitment. If you aren’t already, consider using an applicant tracking system, or ATS. ATS software allows recruiters to keep track of all of their applicants during the entire hiring process, from their initial application to the job offer. ATS platforms keep track of all of your most viable candidates so that none of them get lost in the mix. These systems can also give you analytics pertaining to where the majority of your strongest potential recruits are coming from so that you can hone your focus on that job board, social media page, or careers website.
Build Your Brand
A strong brand is the beacon you need to bring in highly qualified job candidates for your open position. In the job market, three out of four workers are passive candidates: people who aren’t currently looking for work but will consider it for the right offer or opportunity. If your workplace is known for its positive environment and for treating its employees well, those passive candidates will come flocking to your immigration ads. Furthermore, research shows that companies with strong brands experience 28% less turnover than those that do not. Great branding starts from within — do some brainstorming to find ways to make your workplace a happy one, and be sure to share positive updates about your workplace and its culture to your social media and company profile.
Only Include Must-Haves in Your Immigration Advertising
If they don’t meet 100% of the listed criteria, applicants are less likely to submit themselves for the position. This might seem like a good thing, but if your listed requirements consist largely of non-essential points, you could be losing plenty of great candidates that would have made the perfect employees. When putting together your job requirements, strip the position down to its bare bones. What skills should a candidate already have? Would you be willing to train your employee for any skills or certifications they do not yet possess? If you don’t give your candidates a little wiggle room, you’ll narrow your talent pool significantly and needlessly lengthen your search.
Communication is Everything
Your ideal candidates aren’t just considering your company. They’re looking at several others, and likely are already interviewing or reviewing other offers. Hires like these tend to disappear from the market roughly a week or two after they initiate contact with you. Review applications diligently, and if you’re interested in what they have to offer, respond promptly to let them know you’re interested. Even if you aren’t yet sure about who you’re going to hire, continue following up with all of your best candidates, and keep the line of communications open so that everyone stays updated. Even if your decision takes longer than they’d like, your consistency will let your candidates know that you are still interested and are taking their application seriously.
Try Blind Recruitment
Blind recruitment is gaining popularity among today’s companies. It’s a convenient way to evaluate job candidates on their professional skills and qualifications without letting personal bias get in the way. Typically, blind recruitment involves removing any identifiable factors from a person’s resume, including their name, age, location, years of professional experience, and college or university names. Without these indicators, recruiters won’t be able to cue in on any socio-economic factors that might sway them (unconsciously or consciously) to pass them through or deny them unjustly. Of course, as the hiring manager, you’ll eventually need to interview your candidate face-to-face, but blind recruitment helps the right candidates get to you, fair and square. Blind recruitment doesn’t have to be strenuous — there are plenty of blind recruitment programs available for you to use.
Make the Most Out Of Your Interview
Interviews are a skill for both candidates and interviewers. As an employee, you might have mastered the art of the perfect interviewer, but as an interviewer yourself, you may not be as polished as you’d like. That’s okay — you’re not alone. Many interviewers often have a hard time focusing on the right topics or find that they haven’t given themselves enough time to get to know their candidates. Remember, your candidate has already proved their technical competence in the first stages. Don’t use your interview to reiterate everything on their resume. Instead, analyze their personality. Do they seem like team players? Are they coachable? Are they professional and emotionally intelligent? These are highly important qualities to look for in a new recruit.
Recruiting is hard, especially if you’re going the route of immigration labor advertising. But it doesn’t have to be! Follow these tips and team up with a professional immigration ads service and you’ll have a great employee in no time.
