Top 15 Interview Questions For Managers
Interviewing for a managerial job is a stressful time even for the most experien...
Finding the best team members is crucial to the success of your business. That’s why recruitment strategies are essential for attracting top talent.
But what recruitment strategies are right for your business?
At first glance, rehiring previous employees might not seem like a wise addition to a list of recruitment strategies, but it can actually be a great way to find new members for your team.
If the previous employee left on good terms, consider them a prime candidate for their old job, a similar job, or even a completely different job higher up in your company.
For example, if an inventory manager took a project manager job with another company because you didn’t have any openings at the time, they might be willing to come back to fill that role in your business (with the right incentives, of course).
Meetups take a bit of organizing, but they are a great way to add new life to your recruitment strategies.
Whether you host them in your office, at an offsite location, or as a virtual meeting, these types of gatherings are a sure-fire way to find candidates for your business.
They’re also an easy way to boost employee engagement — and get them involved in the recruiting process — because they allow team members to advocate for your company.
If you organize a meetup in your area (online or off) or want to attend a larger business fair nearby, send a few representatives from various departments and let them spread the word.
They’ll have a long list of previous applicants who didn’t get hired at the time, but who might be willing to interview again for a position in your business.
Take the time to review those applications and set aside potential candidates you’d like to talk to again.
Don’t be deterred if, at first, they’re not available. With enough discussion and the right pay package, you might be successful at bringing them back to your business.
When creating recruitment strategies, many managers and owners overlook one of the most effective methods for finding top talent: perfecting their interview skills.
Interviews are difficult for all involved — interviewers and interviewees alike — but if you learn how and when to ask the right questions, the whole process will go much smoother.
Plus, you’ll be more successful at attracting top talent to your business.
For more information on improving your interview skills, check out these helpful articles from the Sling blog:
Your business’s brand — the particular identity or image you’ve created — can act as a powerful addition to the other recruitment strategies on this list.
When your brand is clear, it also describes the type of company culture in which prospective employees can look forward to working.
That’s very helpful — for you and for them — in helping all parties find the right fit for the job and for the team.
If you manage your team with a very results-based style, but a prospective employee works best in an inspirational management style, they might not be a fit for the job.
Make it a part of your regular recruitment strategies to review and perfect the necessary job descriptions before the interview process starts.
In many cases, the job requirements will have changed slightly (or even significantly) since you last looked at them.
Team members do take on new responsibilities and it’s important that the job description reflects these changes.
With the most accurate job descriptions possible, you’ll be able to ask the right questions of the prospective candidate, and everyone will be on the same page regarding the job requirements.
A general principle that all HR departments and hiring managers should adhere to as one of their recruitment strategies is: go where the talent is.
If you’re looking for coders, post your job opening on a niche job board that caters to individuals with that skill.
And when listing any available jobs on these sites, be sure that the job description is 100% up to date and accurate so you attract only those with the requisite abilities.
In a similar vein, you might also consider checking out niche message boards and discussion groups.
Make note of those who seem to have the experience you need and the right attitude for your business. Send a direct message and express your interest in talking to them further about a possible job with your company.
This is especially easy if the bulk of your employees telecommute, but it can also be particularly useful for attracting top talent to come work at your physical location.
Passive candidates are those who already have a job but who might be open to talking with a recruiter about making a switch.
Engaging with passive candidates can be as easy as posting a quiz on your social media channel — along with an incentive like a free t-shirt — and waiting for the responses to roll in.
That quiz starts the ball rolling and leads to another quiz of sorts (such as a short writing test), a phone or Skype interview, and, perhaps, a trial week of employment in your business.
The entire process serves to weed out those who aren’t right for the job and allow the cream of the crop to rise to the surface.
One of the least expensive and least time-consuming recruitment strategies available to managers these days is the employee referral program.
All you have to do is inform your team that the program exists, provide them with an incentive to talk about your business, and then wait for the referrals to arrive.
Though you might be focusing your hiring efforts on full-time employees, don’t ignore the contingent workforce completely.
Freelancers, part-timers, temporary workers, and contractors are a cost-effective and quick way to find employees to fill a gap on your team. Plus, they may transition to full-time later on if they’re a good fit for the job.
Does your business offer flextime? Does your team work four 10-hour days instead of five eight-hour days?
When you talk about these alternative schedules in the right language, it can help your business attract the high-performing employees it needs to remain competitive in today’s business environment.
Some schedules, though, are more difficult to manage and track than others. Don’t let that deter you.
The Sling app is here to help!
Sling is a suite of tools that gives you unprecedented control over all your workforce management and optimization activities, including:
Sling even incorporates advanced artificial intelligence that warns you when conflicts exist and provides suggestions for how you can fix them.
All of that makes Sling the best choice for managing your team’s schedule, improving recruitment strategies, and making your business run better than ever.
For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com today.
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This content is for informational purposes and is not intended as legal, tax, HR, or any other professional advice. Please contact an attorney or other professional for specific advice.