That’s why it’s so crucial during the recruitment stage to find the right employee for the role you are advertising.
In our opinion recruiting and obtaining the right people in your business is just as vital as managing finances and generating sales.
So how exactly you can get most talented and most fitting candidates to walk through your door?
Are you struggling to hire your dream team?
Our banking and financial recruitment company has some tips on how to attract and find potential talent for your organisation.
Review your company’s approach and culture
In the process of finding new members of your team, it may be best to review how your current employees feel.
Ask your staff if they’re happy, if they need promotions, training, and if you’re rewarding them correctly.
Another thing you’ll want to find out is whether your company culture is positive or negative.
Companies often forget that when they’re recruiting candidates, another business is losing their staff, so to ensure your candidates are happy when they make the move, you need to communicate what you’re doing to keep your employees on board.
Make sure you’re an employer of choice, by identifying areas of improvement and developing your company’s brand.
When your internal culture and your business model is right, you’d be surprised by how quickly word of mouth spreads.
You want your company to be the place to work.
Clearly define the job role
There is a high possibility that you will need to promote your job outside of your company.
If this is the case, you’ll need to consider carefully what you’re going to include in your job description. If you’re using a banking and finance recruitment company (like ours) we’ll be able to help you with this step.
Make sure you’re clear about what you want, and what you’re going to offer.
Sell the job and the culture of your company.
After all, if your job description isn’t suitable, then it just won’t attract the high calibre candidates you’re looking for.
Communicate with your candidates
You can easily make better decisions about a person once you start to see how they respond to you or other leaders in the company.
After all most positions will require excellent people skills, and in a lot of cases communication can be assessed in the ability of your candidate to interact with you before, during and after the interview.
Key abilities to look out for include:
- Being able to express themselves
- Speed of responses
- Proactive communication
- Correspondence over email and phone
These abilities can signal how exactly this person may communicate with their colleagues and clients if joining your company.
Target the right candidates
Sometimes, in order to find the right candidates you need to find out where they are. This can be through researching which websites they use, or even which social media platforms they’ll be more commonly found on.
Our post on using social media during your job hunt can just as easily be referred to if you’re looking for new candidates.
However, there are also plenty of specialist organisations to help you with this area of your search. If you’re in banking and financial services, a recruitment company like this may be able to help.
Streamline your interview process
You’ve selected a number of candidates to go through to the next stage…the interview.
If you’ve made the effort to attract the right people to your company, now it’s even more crucial to ensure that the interview process is well prepared.
A good candidate can tell when an interview has been scrambled together.
If you’re the type of company that has had a history of running around to find someone to run an interview, it may be time to reconsider your method of interviewing.
We know that things can get busy, but it’s no excuse if you want the best candidates.
Our recommendation is to place your best employees in front of the candidates.
An interview runs both ways, and whilst they’ll need to stand out to join your company, you need to be selling your company, and your best people will do just that.
Woo new candidates on board!
Trust your gut
On paper, your candidate appears to be just what you are looking for, but after that initial interview, if you have a feeling something isn’t quite right, we believe you should trust your gut.
The last thing you want is to hire an employee, with these doubts in mind, and be disappointed down the road in some aspect.
Our final notes?
If you keep these tips in mind when preparing to find the next additions to your team we believe that you’ll find a suitable candidate that’ll blow you away!
Looking to start your hunt for the next member of your company? Remember you can speak to our banking and financial services recruitment company about where you should start, and we can help recruit the best talent for your position.