It is essential to attract and hire talent to get good results. However, this task is increasingly difficult. Globally, 38% of employers’ face hiring difficulties, a number that reinforces the importance of knowing how to publicize open positions to find the best candidates.
At this stage, strategies such as the use of workforce solutions, social networks and the construction of the employer brand are increasingly useful. With that in mind, we have prepared a guide especially for you. In it, you will get to know 5 tips for publicizing positions and catching talented professionals.
Keep following our article and stay on topic. Good reading!
1. Architect an employer brand
The concept of an employer brand is still relatively new. It consists of building an image, internally and externally, with the aim of attracting and retaining talented professionals. It is also one of the best ways to publicize positions and optimize the entire selection process.
A strong employer brand acts as a magnet, leveraging vacancy announcements that need to be filled and catching the attention of above-average professionals.
The creation of the employer brand, however, is a process composed of different stages. First, you need to know the target audience, that is, the talents you want to attract. Find out what the age range is, level of training and the main means of information, among other data. It is thus possible to act effectively.
It is also important to build the employee value proposition, abbreviated to EVP (Employee Value Proposition). This proposal consists of the offer of inducements – as complementary benefits, career plan and competitive salary – that arouse the interest of the candidates.
2. Use social networks in your favor
The use of social networking is increasing, but not just as a networking tool. Several sectors of HR use the medium to announce the available positions, as well as establish the first contact with the professionals.
However, it is almost impossible to “feed” the dozens of social networks with frequency and quality. Therefore, it is necessary to understand which ones are most used by the audience they wish to attract. Thus, it is recommended to define only two or at most three social networks to use continuously.
Instagram, for example, is dominated by young adults, aged 18 to 30 years. SnapChat counts on adolescents and young adults, up to 25 years old. LinkedIn, in turn, attracts an audience between the ages of 30 and 45.
It is very important to have the help of the marketing or corporate communications industry to create pieces for social networks and draw the attention of the talents in the job market. It is true that social networks bring different gains in hiring candidates, but it does work to do well.
3. Create attractive ads for the profile you are looking for
Another way to leverage results is to create ads that are engaging and engaging for talent. Think of the ad as a way to “sell the fish” of the company then it should be as attractive as possible.
There are several practices for creating attractive ads. First, stop replicating what others already do. Talking only about the competencies (knowledge, skills, and attitudes) required of the occupant is no differential. On the contrary: it is boring and does not seduce young professionals.
Start by explaining why the company is a good place to work and build a career. Discuss that there is a leadership model by example, rewards for the results presented and a true purpose behind all the work. Everything, of course, must be true.
Only then talk about the vacancy. Please state only the key competencies that your occupant must possess, preventing the ad from being too long. Therefore, it will be possible to engage the candidates and obtain a larger number of candidates.
4. Make the current corporate ambassadors
An important strategy is to use the current employees as ambassadors of the brand, or rather: true promoters. With this, it will be possible to boost both the employer brand and the ads and engage more qualified people.
There are a number of steps to turn employees into ambassadors. Ask, for example, that one of them write a post about his experience in the company – how his early days were, how he grew and surpassed challenges. Then share the content on social networks or on the company blog.
There is much other content that can be created and shared, such as photos, videos or podcasts. Enjoy to tell more about the company and show the benefits – financially and well-being – of acting on it.
By understanding the potential of creating content to advertise open positions and attracting talent, the most modern companies induce market professionals to subscribe to the newsletter and periodically receive news about those positions, testimonials from professionals and more information from the company itself.
Now you understand how to find good talent, right? Well, then, enjoy multiplying this knowledge with your friends by sharing this post on your social networks.