Every entrepreneur who wants to grow will eventually need more staff. In the current labor market it is really not easy to fill your vacancies, let alone fill them with the perfect candidate. After all, a little entrepreneur only accepts the best from the market. But how do you ensure that you structurally fish in that pond? We help you on your way with six original tips.
1. First look back
There are two reasons for creating vacancies: either you create new jobs because you grow, or staff have left your company. In the latter case, take a critical look at the back door. Dare to ask the question: why did they leave? If they are still working in the same industry, but for a different employer, ask yourself what caused them to leave your company. Or even better: ask your former employees. You may receive an answer that you can do a lot with.
2. Ensure a positive employer brand
The best workers probably already have a job and are not unemployed. They are not actively looking for a new employer and you will not just get them interviewed. You will only be able to come into contact with them if your grass is greener than that of their current employers. How are you doing? employer brand? What is your image as an employer? Can you possibly improve this through a nice online campaign?
3. Create internship positions
Creating a strong employer brand is a lengthy process. A nice job for a trainee, right? Internships are ideal: you come into contact with educational institutions and you can make use of workers who have the desired level of education in a relatively affordable way. Perhaps there is a gem in between that wants to stay after the internship! And is it unexpectedly disappointing? No man overboard, because at least it didn't cost you any capital.
4. Finding staff by approaching self-employed people without employees
You don't get rich when you are employed. People with exceptional qualities realize this and increasingly start for themselves. So there's a good chance that the quality you need doesn't even look for a job. They are their own boss, and therefore extra motivated. Have you ever made contact with freelancers? You cannot generally hire them - they are self-employed for this - but you may be able to place important projects there on a structural basis. This way they get certainty and you get good support.
5. Be creative in your recruitment
In the current market there are more vacancies in many branches than suitable staff to fill them. If you still have to recruit on a vacancy basis, how do you at least ensure that your vacancies stand out (clearly) among all others? Do you address the current twenties? Have you run tight campaigns Instagram and LinkedIn? Are your recruitment expressions too cool to ignore? Simply posting your vacancies at an employment agency is nowadays no longer the solution!
6. Online and digital
If you missed the memo: the caller is no longer faster these days. Your entire recruitment process - from job vacancy information to confirmation that a submitted application has arrived in good order - must be digitized and fully available online. Personnel to be recruited wants to work in a modern company and that includes one online recruitment process that runs like a well-oiled machine. Can you apply online with you? Have you written well work-by-page or website? Is there sufficient vacancy information available? Is the process running quickly and smoothly or do applicants have to wait for weeks for an answer? A smoothly running application process is like a good first introduction: you only get one chance and you immediately stand 1-0.
Bonus tip: are you unsure about the application process of your company? Ask your most recently hired staff for sincere feedback. After all, you now have the experience experts in-house.
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