Building the Right Team: How to Find Employees That Fit Your Company

April 18, 2023

You already know that hiring the right people requires valuable time, money, and resources. But between recruitment marketing, sorting through applications, and scheduling interviews, you’re already working overtime. What if you could make your life easier?

There’s good news: You can. With the right recruitment strategy at your fingertips, you’ll spend less time attracting and nurturing your top candidates. Not only that, but you’ll also expedite the hiring process—all while finding the best matches for your company.

Why is it so important to find the right fit for your company? According to research by Glassdoor, a good fit can have a positive impact on your company culture, boosting employee morale and productivity. When you hire employees that share the same beliefs and values as your company, you’ll be one step closer to building your dream team.

After all, you deserve an amazing team that works as hard as you do. Here’s everything you need to fuel your team with winning candidates.

 

Make Culture Part of Your Recruitment

First things first: Company culture shouldn’t be an afterthought. It’s important to employees, and candidates consider your culture in their decision-making process. In a Glassdoor survey, 77 percent of respondents said they consider company culture before hitting the Apply button. At the same time, 73 percent said they won’t even apply for a position unless the company’s values align with their own.

What does that mean for your hiring strategy? You need to make culture part of recruitment, and that starts with prioritizing company culture in your marketing efforts. This way, you’ll attract loyal, long-term employees and repel people who would fit better elsewhere.

If you’re not sure where to start, it’s time to partner with marketing to show candidates what you’re all about. For example, if you encourage feedback at every level of your company, you need to make that clear to potential hires. You might interview your current employees to create attention-grabbing videos for your careers website, include it in your job description, or share employee stories on social media.

Another reason to make culture part of your recruitment process? Job requirements are changing and you’re constantly hiring for new positions, but your culture remains the same. When you hire based on culture fit, you’ll hire employees who continue on as valuable company resources, even if their original position changes.

 

Create Personalized Recruitment Ads

While you’re working with marketing to define your company culture, take some time to amplify your recruitment efforts with personalized ads. In such a tight job market, you need to treat your candidates like consumers to win them over—and that means capturing their attention with a hyper-personalized experience from start to finish.

Is personalization really worth it?”, you’re thinking. The answer is yes. Your ideal candidates have more opportunities at their fingertips than ever before, and you need to make sure the right people know about your open position. When you cut through the digital noise with a personal candidate experience, you’ll take one step closer to transforming your dream candidate into an applicant.

Let’s get one thing straight: Personalization doesn’t mean you have to treat a unique message for every single candidate, but it’s more than just copying and pasting your candidate’s name into an email greeting. To make personalization work for you, you’ll need to tap into candidate data to learn more about your top picks. Where do they spend time online? What are they looking for in a new position?

Next, you’ll want to segment your audiences based on their interests, behaviors, and the type of job they’re searching for. The message you send to white-collar candidates won’t be the same as the one you create for construction workers or senior care providers. You should also try to create different messages for candidates as they progress through your talent pipeline.

Once you’ve pinned down your messaging strategy, it’s time to launch targeted campaigns to reach different kinds of candidates. Connect with your top picks through networking events, social media, and referrals. You can even reach out directly to promising candidates, even if they’re not actively searching for a new job.

 

Post on Industry-Specific Job Boards

When it comes to hiring, recruiters constantly face the same challenge: You want to find the best fit for your company, but you don’t have enough time to sift through mountains of applications. Sounds familiar, right? You need an efficient way to identify qualified candidates to fill open positions, and that’s where niche job boards can save the day.

How can you use industry-specific job boards to find the right people? When you know your audience for a particular position is savvy about your industry, you can get specific about your needs right off the bat. Instead of posting generic descriptions on job boards like Indeed and Monster, you can ask for specific industry experience. Granular targeting is a smart idea, especially if you’re looking for certain hard skills.

The benefits of niche job boards don’t end there. In fact, they can actually expand your talent pool by attracting passive job seekers. How? Specialty job boards usually offer industry news, resources, and career guidance to attract audiences beyond active job seekers. And when they’re scrolling through job listings (we all do it), they might just land on your post.

You might not get hundreds of applications, but you’re more likely to drive applications from skilled candidates. This way, you’ll spend less time sorting through subpar applications, which can help you save time and cut hiring costs.

 

Make Life Easier for Your Applicants

You’ve kicked your recruitment strategy into high gear, and more candidates are hitting the Apply button. Now, you need to optimize your application process so you can minimize application drop-offs (AKA candidates who start your application but don’t finish it).

The first step? Know what your drop-off rate looks like. Your drop-off ratio is the number of applications started to the number of applications finished. So, if 100 applications were started and 10 were finished, you’d have a ratio of 10:1.

Next, you’ll want to navigate the application process to find areas of improvement. What do you really need to know from candidates? Is your application too time-consuming or complex? How can you make the application easier for your top picks, and what questions can you ask during the interview instead?

Don’t forget about your mobile application, either. According to a 2020 study, over 60 percent of applications are completed on a mobile device. Chances are, the majority of applicants are filling out applications on their smartphones. And if the process isn’t mobile-friendly, they’ll ditch the application and head straight for the competition.

 

Boost Efficiency With Recruitment Tools

Now that you’re driving applications from your dream candidates, you need to act fast. You need to stay organized, keep in touch with applicants, and streamline the recruitment process. And if you’re not using recruitment tools to automate the process, here’s your sign to start.

Simply put, recruitment software helps recruiters manage applicants and boost productivity. From applicant tracking systems to scheduling tools, recruitment tools can help you save time, money, and resources throughout the hiring process. They can also help your team automate time-consuming tasks (think: screening resumes, conducting interviews, vetting candidates…the list goes on).

If you’re still on the fence about recruitment software, think about it this way: It’s better for the candidate experience. Slow hire times and poor communication scare candidates away, but you can hold onto better talent with efficient hiring practices. With the right recruitment tools at your disposal, you’ll be able to strategize, plan, and make smarter hiring choices for your company.

 

Turn Your Dream Team Into a Reality

News flash: It’s possible to hire your dream candidates. Finding the right candidates requires a lot of heavy lifting, but you can make your life easier with the right strategy. Instead of spending hours writing job descriptions and screening applications, it’s time to fuel your future workforce with top-quality employees.

Want to take your recruitment strategy to the next level? Download our self-audit checklist and schedule a discovery call with our team to upgrade your hiring process with an omni-recruiting experience for blue-collar workers.

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