How do I attract quality employees?

How do I attract quality employees?

How do I attract quality employees?

Finding good employees is essential. But it is not always so easy. Here are some ideas.

Attract quality employees

There are several ways to stand out against competitors when it comes to attracting quality candidates. Quality employees are generally attracted to a positive work environment. If your company offers any benefits or flexible perks, make sure to emphasize these in your job description. Getting your employees involved in the recruitment process can also help attract quality employees.

 

Where do I look for employees?

Most employers post job listings on a job search engine site. There are many other ways to find employees, such as advertising at a career fair, scouting students at a university or having current employees help in the recruitment process.

Although the CV is only one way to search for talent, today we give you some tips so that you can do it in the best way.

The ability to quickly and thoroughly review resumes is an essential component for finding employees best suited to your job listing. To increase efficiency, consider scanning and reviewing each resume in these key five steps:

1. Review the cover letter. Get an idea of an applicant’s personality and whether their previous experience is a good fit for your company.

2. Perform the first resume scan. Look out for spelling and grammar, as well as keywords and specific skills most relevant to the position you’re hiring for.

3. Second resume scan for skills and qualifications. During your second pass of a resume, compare the applicant’s list of skills to the job description and locate any gaps.

4. Thoroughly review previous employment. Your final pass of an applicant’s resume should include a detailed review of previous employment, including any gaps or short work experiences.

5. Determine if the applicant qualifies for the next stage. In this final decision stage, make sure to keep all strong resumes. Even if they’re not a good fit for one job, they could be a good candidate for a future position.

hire the best resources wherever they are

Did you know that you can see the CVs of people from all over the world? Thanks to Roots EOR if you see a CV of a person who does not come to your country, do not hesitate to interview him or her. We take care of all the rest. Do you want to know how? Contact us

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Frequently asked questions about EOR (Part II)

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Frequently asked questions about EOR (Part II)

Although more and more companies use this method of contracting, there are still unresolved questions. We already answered some in our blog, but we were left with some important ones without doing it.

EOR FAQs

Always with the aim of helping your company, we share some of the most frequent questions that come to us from our customers:

Do they have operations in the destination country?

Not every Employer of Record has experience working in every country. The ideal scenario is for the EOR to have substantial experience working in-country with local expertise.

Are they internationally compliant with local employment law?

The major upside to using an EOR is mitigating the risk of violating local payroll, tax and immigration laws. In-depth knowledge of such legislation is critical when selecting a provider.

Do they have experience with similar business owners in your industry?

If they understand the business, they can tailor a solution to fit the needs of the company.

Will you be assigned a single point of contact or an online portal?

When managing people, you don’t want to be treated as a number, with little human interaction.

Is the Employer of Record service part of their core business? If the EOR is an ancillary part of their business, it will not be a core focus. This can impact performance and employee morale.

we have a specialist to advise you

If you still have doubts about how we work or if you are interested in us helping you: Contact us

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What are SMART goals?

What are SMART goals?

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What are SMART goals?

What are SMART goals?

What are SMART goals?

It’s a productivity tool that can be used to set more effective goals and objectives for any given project, whether they be short term or long-term goals. Want to know more?

Smart Goals

SMART stands for:

Specific: The more well-defined the goal is, the better. Vague, open-ended goals are usually harder or impossible to achieve.

Measurable: Clearly define what success looks like for your goal, so you’ll be able to know when you’ve reached it.

Attainable: You want your goal to be realistic. Don’t set yourself up for failure by setting a goal that isn’t achievable.

Relevant: If your goal isn’t relevant to your job or your organization, then why are you setting it?

Timely: A goal without a deadline isn’t likely to be met. Set reasonable, timely deadlines for all of your goals.

The SMART method is certainly effective when setting goals, but there’s more to it than just that. Consider a few additional tips and tricks to use when establishing goals:

  • The goals you’re setting should be in line with your organization’s —and your team’s— mission statements.
  • Conduct an HR audit to identify how your department can improve.
  • It’s okay to start with a vague, non-SMART goal if you revise it as a SMART goal.
  • Make sure you have or can obtain the necessary resources to meet your goals.
  • Keep goals attainable, but also make sure they’re challenging—that’s how you grow.

Remember to celebrate and reward yourself when you meet your goals.

Are you applying the SMART model in your company?

Every week we publish articles that can help you increase the performance of your company, and we give data and tips that not everybody knows. For example. Did you know that you could hire employees from anywhere in the world in a legal and simple way? Contact us

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The hidden costs of hiring an employee

The hidden costs of hiring an employee

The hidden costs of hiring an employee

In addition to salary, there are many things to consider when you incorporate a new person into the company.

Hidden costs

There are various potentially hefty costs associated with the process of recruiting the right candidate. These include promoting the job listing far and wide, for starters. It’s also important to take into account the time spent by internal recruiters, assistants who help review CVs, the employees conducting interviews, as well as those conducting drug screens, background checks, and other pre-employment assessment tests. Using quality recruitment software is one potential way of expending less time (and therefore money) during this process!

It’s also worth considering that while different types of hires naturally require different processes, even an employee applying for a position at a minimum salary could end up costing your business a significant amount in turnover costs.

The cost of training

Once recruited, new hires don’t tend to be completely and immediately productive. Realistically, it may take several months for them to become accustomed to the new flow. Of course, once a new hire is behind the wheel, companies also need to do all they can to facilitate the transition to healthy productivity. How? By providing employee training, of course.

Although proper training is crucial, it turns out that it’s also one of the steepest investments you’re apt to make. Your typical business might lose anywhere between 1% and 2.5% of their total revenue in the time required to get a new employee up to speed. In 2019, companies spent an average of $1286 a year on training—per employee. And new hires devoted an average of 42.1 hours to undergoing this training. To truly get a handle on training costs, it’s important to consider all the costs associated with structured training, materials, as well as the time cost of managers and coworkers.

The cost of workplace integration

Yet another set of costs that shouldn’t be glazed over is workplace integration. More and more these days, businesses are tuning in to the needs of their employees—beyond simply providing a decent enough chair and desk. Effective workplace integration might extend to carving out meaningful space for a new employee within the company, or on the production floor.

Helping them fit in and get along with other staff is also an essential aspect of integration. There are also a number of material needs that may need to be met as well. These may include customized employee software, a company cell phone, travel funds, a company vehicle, and any special equipment required to get the job done—or facilitate it.

Of course, in some businesses, these considerations are a lot more integral than in others. An IT employee working in telecommunications, for instance, is more likely to require specialized equipment than someone whose job takes place 100% in-office, or in an industry that’s more standardized production-wise. Additionally, in the age of Covid-19, it’s also worth considering the cost of potential safety adaptations required in workplaces.

did you know these hidden costs?

As you can see, hiring an employee has many costs. Do you believe us if we tell you that you can hire employees anywhere in the world without having to pay these costs? Contact us we can help you!

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