Professionals win: how to proceed in the search for strategic

In times of shortage of skilled workers, it is increasingly important for companies to find suitable employees, and retain them for the long term. In order to be in the competition for the best talents to be successful, a strategic approach is crucial. In this blog article we will show you how you in the recruitment of Skilled labour in a systematic and effective approach.

1. The importance of a clear strategy

A well-Recruiting-thought-out strategy is the key to success. Without a clear approach to the search for skilled workers is often chaotic and inefficient. Here are some aspects that you should consider in the development of your strategy are:

Important elements of a Recruiting strategy:

• Target audience analysis: Who are the professionals that you are looking for? Create Personas to understand your target audience better.
• Competitive analysis: Take a look at which strategies are used by their competitors to attract talent.
• Positioning: How would you like to position your company in comparison to other employers? You Define Your Unique Selling Proposition.

2. Online Recruiting: The digital search

In today's digital world Recruiting Online is essential. There are numerous platforms and Tools that can help you find professionals to target.

Effective Online Recruitment Methods:

1. Job portals useMake your job ads on well-known job portals such as Indeed, StepStone, or Monster.
2. Social Media: You can use platforms such as LinkedIn, Xing or Facebook, to actively seek talents, and to showcase your company's brand.
3. Own Career PageYou create an appealing career page on your company's website, which contains all relevant information to open and your company.
4. Active Sourcing: Are you looking for proactively to potential candidates on platforms such as LinkedIn, and you can contact them directly.

3. Employer Branding: your company attractive

In order to attract the best talent, you need to appear attractive as an employer. Employer Branding is the process by which you make the Image of your company as an employer.

Tips for a strong Employer Branding:

• Corporate culture communicateShare information about their values, way of working and the Team on your Website and in social media.
• Employee Testimonials: Allow current employees to get a word in and tell us why you like to work in your company.
• Benefits and further development: Clear you are, what are the benefits your company offers, such as flexible working hours, training opportunities, or a pleasant work environment.

4. Networking and building relationships

Building a strong network can help you to find the appropriate professionals. Often the best talent through personal contacts and recommendations are obtained.

Opportunities for effective Networking:

1. Industry events: Take part in trade fairs, conferences or Networking Events, to come up with potential candidates to interview.
2. Alumni Networks: Maintain contacts with former staff or graduates of their training programs.
3. Cooperation with educational institutionsWork closely with universities or colleges, in order to identify talent early on.

5. The importance of the candidate experience

This is the experience that candidates during the application process, can be crucial. A positive candidate experience not only enhances the chances of winning with the right skills, but also strengthens the Image of your company.

Steps to improve the candidate experience:

• Transparent Communication: Press and hold the applicants about the Status of your application up to date.
• Simple Application ProcessesTo make the application process as simple as possible – long forms scare off many potential candidates.
• Give FeedbackEven if there is a cancellation, you should give the candidate constructive Feedback to ensure a positive experience.

6. The use of data and analysis

To optimize your Recruiting strategy, it is important to use data and analysis. So you can see exactly which methods are working and where there is potential for improvement.

Key metrics for the analysis:

• Number of applicants: How many applications you receive for each job?
• Period up to the setting: How long does it take on average to fill a Position?
• Quality of the applicantsHow many of the received applications will lead to interviews and settings?

7. The long-term retention of professionals

The acquisition of skilled workers is only the first step. In order to combat the shortage of skilled workers in the long term, it is important to bind the employee to the setting.

Measures for the retention of skilled employees:

• Regular Staff Meetings: Run regular feedback discussions, in order to measure the satisfaction of your employees.
• Career development: Do you provide your employees with opportunities for development and training, to promote their professional career.
• Work-Life-Balance: Create a work environment that supports a healthy Work-Life Balance, for example through flexible working hours and home office options.

Conclusion

The strategic search for professionals is an essential part of a successful company. With a clear strategy, effective Online recruitment methods and a strong Employer Branding, you can stand out in the competition for talent. Keep in mind that the candidate experience and the long-term commitment of employees are crucial to cope with the shortage of skilled workers. You can use the presented strategies to position your company as an attractive employer and to attract the best professionals.