The 5 best practices to attract human talent6 min read

Attract Human Talent

The priority of any human resources professional is to attract and retain human talent. Good professionals are what ultimately ensure the success of an organization.

However, today it can be difficult to find professionals with the right combination of skills, experience, and attitude to meet a company’s needs.

But if you rely on best practices and tools—and use some creative strategies in the hiring process—it is possible.

So here are 5 essential practices that will help you attract professionals who are a great fit for your team!

1. Focus on fostering a positive corporate culture.

When we think of the recruitment process, we don’t often think of corporate culture issues. But corporate culture is the foundation of more than one business process.

Corporate culture is the set of values that are promoted internally and externally in the organization. Establishing a corporate culture means defining the character of your brand. A character that not only allows the company to be identified but also to stand out from others.

And the objective is to stand out for positive reasons so that people speak well of the organization. Remember that today everything is said and published on the web, and many people look for comments or reviews of companies on social networks and job portals such as LinkedIn.

A well-defined corporate culture attracts people aligned with your company’s values. And staff retention rates will be positively impacted because you will keep the professionals who identify with the values that guide your company.

2. Treat candidates as if they were your customers

No one wants to work with a company that makes a bad first impression. Much less one that doesn’t respect and consider job applicants.

For this reason, it is important to start treating your candidates as if they were clients. So, keep in mind the importance of:

Respond quickly to maintain interest

Just as it is crucial to respond to clients promptly, you should strive for the same communication with job applicants. Be sure to thank each candidate for their application and let them know what to expect next.

Simplify the process

Want your customers to have a good buying experience? Same for your candidates. Simplifying the process helps improve the talent experience.

Make the process of attracting human talent easier by allowing them to upload their resumes from their social networks or attach their profiles. And always set expectations to eliminate unnecessary hurdles.

Be respectful of your candidates’ time

Punctuality in interviews, whether in person, on the phone, or via videoconference, is vital. If the interview is in person, offer a drink, for example. And also give them your contact information in case they have any follow-up questions.

3. Improve the wording of your job offer

If you want to find professionals who fit your needs, you should start by writing a thorough job offer. Generally speaking, a good offer should cover the following points:

Attract human talent with a good job offer

Other points that can be highlighted and that add up are the professional development opportunities provided by the company and the collaborative culture promoted in the workplace.

Remember to word all of this in language that speaks directly to the candidate, without clichés or buzzwords.

In the end, invite the candidate to take exactly the action you need, such as:

  • Send your CV to the following email.
  • Apply for the position at the following link.
  • Get in touch with us.

You must be clear and precise and only go into the necessary details. This way, you will not have many applicants, only the necessary ones. Remember that in the process to attract human talent also applies the law of quality over quantity.

4. Apply recruiting KPIs

You can apply many metrics to measure the effectiveness of your search and selection process. But here we will talk about 3 that we consider essential:

Qualified applicants per vacancy

Many applicants may apply for a job, but not all of them make it to the interview stage. Many times, not even half of them. This is inconvenient because recruiters spend a lot of time reviewing resumes.

This indicator allows you to identify exactly how many applicants are qualified and move forward in the recruiting funnel. From there, you can see if you have a high rate of qualified applicants or, on the contrary, if the vacancies you post to attract human talent are not attracting the expected candidates.

This means reevaluating:

  • Strategies and approaches to attracting staff.
  • Sites on which you post job openings.
  • Profile of the ideal candidate.

The formula for calculating this KPI is to divide the number of qualified candidates by the total number of candidates who entered the recruitment funnel.

Candidate abandonment rate

According to a Glassdoor study, at least 80% of candidates who apply for a job drop out of the process. This leaves many companies with very low recruiting opportunities.

Recruitment KPIs

Keeping track of this indicator is essential to design more effective processes to attract human talent. Based on the results of this metric, you can evaluate the reasons why candidates drop out: whether it is because of problems with the job posting, with the sources of the job posting or with the overall offer that applicants receive.

To calculate this metric, you need to just divide the number of candidates who dropped out by the number of candidates who entered the funnel.

Time to hire

With this indicator, you can calculate how much time elapsed from the time you published the offer until the hiring took place. Basically, with this KPI, you can estimate how efficient the process of attracting human talent in your company is.

This indicator also allows you to identify points for improvement at each stage of the funnel. The more time elapses from vacancy posting to hiring, the more the quality of talent and hiring costs decrease.

To measure this KPI, you only need to calculate the number of days that elapsed since the vacancy was posted, until the closing of the hiring cycle. For this, the most effective is to use an Applicant Tracking System (ATS)… This takes us to our last practice!

5. Adopt technology to attract human talent

To achieve most of these practices successfully, you need to rely on state-of-the-art technology. This means adopting tools such as HR software or Applicant Tracking Systems.

The best advantage these systems offer is the inclusion of artificial intelligence. AI allows you to automate resume screening and get every interaction with candidates to be centralized in one place.

One of the best options on the market is Freshworks’ recruiting software, which covers every recruiter’s needs. Some of its best features for attracting human talent are:

  • Sourcing active and passive candidates from multiple job portals: Chrome plug-in, job sites, employee referrals, and social networks.
  • Repository: archived list of good candidates to draw on later when required.
  • Reduced manual hiring with workflow automation.
  • Job offer setup and management: generate offer letters and even record candidate decisions.
  • Make and manage each job offer: set up offer fields and record candidate responses.
  • Use interview scorecards to objectively evaluate candidates based on established criteria.
  • Create reports to answer all the important hiring questions your team has about candidates, interviews, time, cost of hire, etc.

Do you feel you are missing any of these features? Let us know the obstacles you face in your search and hiring process, and we will help you. Contact us and get a free consultation!

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