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Posts from the ‘Hiring’ Category

Small Businesses and the Growing Competition for Talent

Small and medium-sized business owners face many hurdles when competing against large corporations. Don’t lose that dream candidate to a major competitor! Let our tips help you transform your company’s team for future success.

Small and medium-sized enterprises (SMEs) often face considerable competition, and recruiting quality candidates is no exception. On-boarding and training new hires can be a costly endeavour and candidate attraction can be difficult with limited brand recognition. In celebration of this year’s Small Business Week, we’re highlighting some of the challenges that SMEs face when recruiting and offering our tips for finding success.

Challenge: Limited budget for recruitment

Solution: Capitalize on social media platforms

Small budgets are no longer a restraint on recruitment strategies with the rise of social media. Approximately 22.95 million Canadians are using social media sites such as LinkedIn, Facebook, Instagram and Snapchat to connect. Employers can capitalize on this large and free candidate pool by building company profiles and posting job openings on these sites. Not only is it a great resource for employers looking to stick to a limited budget, it’s also a great avenue for candidates to catch a glimpse of the company culture and values.

Read more about the opportunities facing SMEs in Lead Magazine!

Challenge: Limited brand recognition

Solution: Develop an employee referral plan

Good people know good people. By initiating a strong employee referral plan, the list of benefits is virtually endless. Not only are you recruiting better candidates, requesting colleague referrals exemplifies your company’s trust in your people and encourages your team to participate in the growth and future of the company. Plus, those hired through referrals tend to be faster to hire, more likely to stay, and cheaper in terms of hiring and on-boarding costs.

Challenge: Competition for candidates against bigger organizations

Solution: Emphasize flexibility and growth opportunities

Large organizations may have the financial resources and brand recognition to attract and retain top candidates in any field, but smaller businesses come with their own list of strengths. Be it the opportunity for growth and development, flexibility to try new things or work remotely, or the ability to have one-on-one relationships with company leaders, it’s essential for smaller organizations to highlight their strengths in their recruitment efforts.

Challenge: Limited recruitment experience

Solution: Let Adecco be your HR partner!

Whether you’re looking for temporary help during your busy period, or a new colleague to join your growing team, don’t let your recruitment efforts be in vain. Partner with Adecco and let us be your dedicated staffing solution; from candidate attraction, screening, interviewing, payrolling and even recruitment consulting, a partnership with Adecco can lead to great success for your small business.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

A Guide to Hiring in Your Peak Season

Seasonal fluctuations within the retail and manufacturing industries can leave organizations treading water trying to meet high demands. Hoping to successfully navigate the current? Implementing a temporary workforce can ensure your team adapts to the demands of your busy peak season.

Seasonal hiring is an essential practice for industries such as retail and manufacturing that ramp up to peak periods. Not only do temporary hires help organizations meet hard deadlines, they assist in filling personnel gaps for vacations, while reducing burnout and turnover of full time staff.

To help you capitalize on this seasonal solution, check out our guide to peak season hiring for retail and manufacturing.

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The Untapped Benefits of a Corporate Referral Program

Finding your next great hire in today’s competitive talent market can be time consuming and costly. With the plethora of sourcing tactics recruiters explore, sometimes the one staring us in the face is ignored — referrals from your existing employees.  A well managed corporate referral program can help you tap into a different talent pool and provide many other benefits.

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Attracting and Retaining Your Talent

It’s no secret that the key to any company’s success lies in the ability to maintain a committed and motivated workforce. With professional networking sites, such as LinkedIn, becoming the norm in recruitment strategies, it has become increasingly challenging to avoid turnover.

Here are some tips to help you in the areas of employee attraction and retention.

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5 Must-Ask Behavioural Interview Questions

During the hiring process, the interview gives you the chance to go beyond the hard skills presented in a candidate’s resume and assess soft skills, professionalism and the potential fit with your company. While a resume identifies capable candidates, the interview is where you find the right candidate.

To make the most of the interview process, we offer the following five behavioural interview questions to help direct your conversation with interviewees to better evaluate their fit with your company culture.

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10 Tips to Leverage Social Media in Your Recruitment Strategy

To source talent, recruiters typically put themselves in the shoes of the ideal candidate and wonder, where would that candidate go? What are their interests? What literature do they read? How do they stay informed? Being able to answer these questions used to mean that a sourcing tactic could be put into motion to target a specific pool of candidates, be it, newspapers, flyers in coffee shops, radio ads, etc. However, the social media era has changed the game. 2 in 3 people Canadians use social media platforms daily.  Incorporating social media into your recruitment strategy to draw talent from this platform has never been more important.

Here’s 10 tips to help you make the most of your social media recruitment strategy.

  1. Build and share a corporate culture

Before using social media in your recruitment strategy, you need to build an online corporate presence to promote your brand and culture. Share posts that reflect company values, highlight company success stories, and, share event information, testimonials, etc. This will help promote your corporate culture and attract potential employees.

  1. Diversify your corporate social media platforms

Solely having a company Facebook profile doesn’t cut it anymore. Make sure your social media platforms are as diverse as your potential employees! Consider other social platforms like Instagram, Pinterest, Twitter and LinkedIn to reach a broader audience.

  1. Determine the appropriate platform for your position

You would not recruit for an IT professional on Instagram, much like you wouldn’t recruit for a shipper/receiver on LinkedIn. Remember to wear the shoes of that ideal candidate, and use the appropriate mediums to recruit your target demographic. This ensures your efforts yield optimal results.

  1. Engage employees

Good people know good people, right? Well they often follow them on social media too! Find ways to involve colleagues in promoting your brand on social media. Colleagues sharing job postings online helps increase attention for your role, facilitating your recruitment efforts.

  1. Monitor your competition

The transparency of social media is a fantastic way to stay on top of your competition. Check out their recruitment tactics. Look at what they’re offering, and try to differentiate yourself. Don’t forget to promote your corporate culture as it’s your key competitive advantage.

  1. Tap into LinkedIn’s recruitment tools

For professional roles, LinkedIn is where you want to start. To capitalize on the recruiting benefits LinkedIn offers, consider investing in a Recruiter profile. This gives you access to tools that will search and filter candidates by job title, location, skills and several other factors. You can also contact potential applicants individually or in batches, and, track applicants to facilitate recruitment. Also, don’t forget about your own connections. Post the job on your corporate LinkedIn page, and your own. Your personal LinkedIn network may just yield the perfect candidate!

  1. Facebook’s audience insights tool

Facebook audience insights is a great tool to help narrow your posting and target your ideal demographic. Not only does the portal allow you to gauge your overall reach, it can break the data down by age, gender, country and city. Even better, you can narrow your target demographic by boosting a post! This tool allows you to set a gender/age demographic, target locations, as well as, identify additional demographics, interests or behaviours to ensure your post reaches your desired audience.

  1. Incorporate visuals

Your success in social media relies heavily on strong visuals. Using eye-catching images and bold short text to attract potential applicants as they scroll through posts is vital.

  1. Monitor your success

Monitoring your success and learning from your failures is key. Social media is constantly changing. New posts drop your existing posts rapidly to the bottom of the feed. If you aren’t seeing the desired results, make sure to change text, images, platforms, post daily, or, sponsor an ad to increase your success.

  1. Screen potential employees

Think you found the one? Do your own research! 60% of employers currently use social media to screen applicants before making a final positive hiring decision.[i] Social media is an effortless way for an employer to learn more about candidate’s values and interests outside of what is on a polished resume.

With social media usage continuously growing, it’s a necessary medium to incorporate into recruitment strategies. But we know that everyone isn’t comfortable using social media to recruit.  No worries! Adecco has recruiters trained in attracting top talent through online recruitment efforts. Contact your local branch today!

For more information and articles, visit our Employer resources page on our website.


[i] Social Media Screening: The Good the Bad and the Ugly https://www.sterlingtalentsolutions.ca/blog/2017/04/social-media-screening-requirements/