This Is How To Find Employees In 2018

What’s the best way to find new employees in 2018? LinkedIn? Monster? Job fairs? Facebook? Craigslist even? What about your local community job board?  Or should you hire a headhunter and pay them a commission?

The simple answer is none of the above. Really.

If you want to find employees in 2018, and really good ones at that, do as the big companies do, and simply ask your current employees for some recommendations.

You see, the thing is, your employees know two very important things:

  1. They know your company. They know your company culture, the internal processes, how flexible you are, and what the vibe is like on a Monday morning. They know if you really support the “work/life balance” you claim to, and if there are opportunities for professional growth.
  2. They also know people. These people are friends, family, alumni, previously workmates, but they are also what recruiters like to call “passive candidates”. Passive candidates are all the people headhunters and recruiters dream about getting in touch with because they are usually employed, highly skilled, motivated and good at what they do. Headhunters and recruiters struggle to get in touch with them because these people are not actively searching for jobs. But your employees are in touch with them. 

Therefore, these two things added together are a potential gold mine when it comes to your company’s hiring.

Here’s what can (and will) happen:

  1. You ask your employees if they know of someone who would be good for a job at your company.
  2. Your employees think about it. Most of them will know someone they could recommend immediately.
  3. Your employees go out into the world (literally and/or online), and spread the word that your company is looking for new employees. They get in touch with potential candidates.
  4. Your employees give the potential candidates accurate information about working for your company. In other words, your employees are now your brand ambassadors – and are providing you with the best, most trusted word-of-mouth advertising to your potential candidates you can get.
  5. The candidates apply. Your employees are asked to provide written referrals for their relevant candidates.
  6. You interview the candidates and, if they are the best ones for the positions, you hire them.

  7. The referred candidate (and now your new employee) fits in well with your company’s culture and working environment because there are no huge surprises. In fact, they work better and stay longer!

That is how you find new employees in 2018. Hire better employees for less money and time – that’s why the big companies do it.

There is only one drawback and that is that if you try to do it manually, you will end up with a very complex, timely and hard-to-track process. Digitalize it though, and your hiring will be better than ever.






Employer Branding: Is It Really Worth It?

The race for companies to attract and hire the world’s top talent is real, and it’s a race that’s more competitive than ever. Everything indicates that good employer branding is the key to winning this race, but is it really worth investing in or is it just another hype?

First up, what happens when you don’t invest in employer branding?

A Google search indicates there’s not much out there about the cons when it comes to employer branding. Back in 2013, Mark Ritson wrote a slamming article about why employer branding can do real harm to a company, but it didn’t pick up much traction. The thing is, it’s not really about “not” doing employer branding, it’s what happens when you “don’t care” about employer branding, and ultimately end up with a bad one.  

Bad employer branding can cost a company with 10,000 employees an extra $7.6 million in additional wages. How is this so?

It was reported by CareerBuilder that on average, for every position that remains vacant for over three months, businesses lose more than $14,000.  One-sixth of these businesses agreed that this figure can be more than $25,000. Add in some negative Glassdoor reviews about your company, no one will apply for your jobs advertised on job boards, and you’ve got yourself one very expensive hiring problem.

When making a decision on where to apply for a job, 84% of job seekers say the reputation of a company as an employer is important. (Glassdoor, Harris Poll, April 2017)

However, money aside, what other value is there in it?

You need a better team to beat your competition

One of the biggest reasons to invest in employer branding is because it attracts better talent. When you attract better talent, it means you build a better team. When you build a better team than your competitor (you are, after all, bidding for the same candidates), your product or service gets better and ultimately you end up on top. Therefore, if the success of your company lies directly on your team’s shoulders, why shouldn’t you want the best talent? As Tiffany Wilson from Smashfly put it: “Talent acquisition isn’t selling jobs; it’s selling employer brand and purpose.

That reason alone should be enough to make you start taking employer branding seriously. But there’s more.  

You’re going to need Millennials (and Generation Z) at some point

Whether or not you agree with the Millenials approach of “always looking for something better, more promising and more exciting”, the fact is they do take up over a third of the US job market.

In fact, Millenials are well-known for sizing up companies before they even apply for job. They research company backgrounds online and read reviews from former employees. In fact, the average candidate uses 18 different resources to research a company before applying for a job.

Millenials do brilliant things for companies, but they also care about employer branding far more than any other generation. With Generation Z (the true digital natives) on their way, there is no escaping the huge impact employer branding will have on candidates in the years to come.

So, how much do you need to spend to get it right?

With the chance that bad employer branding will cost you a significant amount of money, how much do you need to spend to get it right? The answer is not much.

Chances are, if you already care about your employer branding enough to be reading this, you probably already have a good company culture, and your employees like working for you. The problem is the only people that know this information are on the inside of your company. If you want to attract great talent, you’re going to need to communicate this to the outside world (and your potential candidates). Your current employees are your best asset; they are brand ambassadors and can greatly influence your external reputation when it comes to your employer branding: you just need to encourage them to do so.

“There are no better ambassadors for your organization than your employees. In fact, Millennials we’ve surveyed who say they have a great workplace were 8x more likely to tell others they’re proud to be part of their companies.” (Great Place to Work, 2017)

There are various means of leveraging this, whether it be through an employee referral program or putting the word out there on social media, but the key here is to be transparent and appreciate that your employees are giving great word-of-mouth advertising for your company to the outside world.

Long gone are the days of fuzzy company values and visions being kept behind closed doors. If you want to attract top talent, you’re going to need to have a great employer brand. Good news is though, if you’ve already got one, all you need to do is get the word out there.

Firstbird Goes To Zukunft Personal 2017 – Cologne

Firstbird went to Cologne for Europe’s leading exhibition for human resource management, Zukunft Personal.  This year, the entire Firstbird team joined our booth which was at Halle 3, to meet and talk to HR professionals, clients, and other Startup innovators. The team engaged with interesting people and gained great insights, into the upcoming HR trends and their impact in the industry. Continue reading “Firstbird Goes To Zukunft Personal 2017 – Cologne”

4 Out-Of-The-Box Recruitment Ideas That Can Pay Off Big Time

Tried and tested recruitment strategies are good, but sometimes, you need to get a little creative if you’re trying to hire the best and the brightest talents to join your company.

Usually, your dream employees are out there, doing great work for other companies. Your challenge is to find them and persuade them to explore your current job vacancies. Continue reading “4 Out-Of-The-Box Recruitment Ideas That Can Pay Off Big Time”

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