Over the past decade, Toronto’s recruitment industry has undergone a dramatic change. Recruiters can now engage directly with candidates thanks to Facebook and Twitter. Executive candidates expect a more comprehensive onboarding package than ever before.
How do you differentiate your company from the rest when searching for executive talent? Finding quality executives is essential for building a team that will help take your company into the future. Establishing trust while showing potential hires what the future holds for them is the key to onboarding suitable candidates.
Whether you choose to do the interviewing process yourself or farm it out to a headhunting company in Toronto, you need to be clear about your hiring goals. By establishing relationships, building your brand to become more recognizable to candidates, and being flexible in your onboarding policies, you can draw in the top talent. Let’s examine a few methods to attract high-demand executives.
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Engaging your candidates in the recruitment process takes time and effort. Relationships can be quickly built through social media. Engage in more online activity to increase your visibility. When candidates start to think about a new position, you’re the first call they make. Potential candidates want to feel like they will be welcomed into your corporate family and that they have ties that bind them. Establishing relationships before and during the onboarding process can successfully turn a candidate in your direction.
Harness Social Media
As a recruiter for a company, it is important to be able to identify in-demand candidates while they are still in demand. Keeping yourself updated via social media is a great way to stay on top of things. Candidates’ career timelines are available on sites such as LinkedIn. Observe a long-term employee and determine when they may be ready to leave. Unlike your competitors, you have engaged with them and taken an interest in their career, unlike cold calling. This will help put you at the top of their list.
There are countless recruiters calling and emailing the most sought-after candidates. To avoid this, some people do not create LinkedIn profiles. It may also be difficult to reach these candidates directly because they avoid social media. To achieve this, you must build a brand that candidates will recognize.When candidates actively avoid speaking to recruiters, your brand differentiates them from your competitors. It will be possible for you to contact them if they decide they wish to move.
With so many open positions in every industry, candidates often have many offers from which to choose. To help put your company at the top of the list, you must be willing to customize your onboarding package. Be open to remote working schedules, providing daycare, and flexible starting salaries and bonus packages.
There is a certain expectation from executive candidates that their compensation will be customizable. Make sure that the candidates that interest you know that you are ready to make a deal that benefits you both.
If you are searching for new top talent to build your company, consider these aspects of creating a winning onboarding policy.