10 Important Steps to Develop an Effective Targeted Hiring Program
Today’s Question: When developing a targeted hiring program for a particular group of people, skill set, or experience level, what’s one important step companies should take? Why?
The Young Entrepreneur Council (YEC) is a renowned organization that brings together the world’s most successful young entrepreneurs from various industries. These entrepreneurs have generated billions of dollars in revenue annually and have created numerous job opportunities. With their vast experience and expertise, YEC members are well-equipped to provide valuable insights on scaling businesses.
When hiring talent, one important step that companies should take is to define their target audience clearly. This includes identifying the specific skills, experience level, and characteristics they are looking for in candidates. By doing so, companies can ensure they attract the right talent and streamline the hiring process, saving time and resources in the long run.
Here are some tips for developing a targeted hiring program from these ten successful entrepreneurs:
1. Conduct a Thorough Job Analysis
A thorough job analysis includes identifying the specific knowledge, skills, and abilities required for the job and the associated tasks and responsibilities. This information can create job descriptions and selection criteria that accurately reflect the qualifications needed for the job and help attract the right candidates. It helps to avoid bias in the hiring process.
— Candice Georgiadis, Digital Day
2. Determine Where You’ll Find Your Candidates
Companies should determine where they are going to find their ideal candidate. For each particular group, there are different job sites or local meetups that can produce quality candidates. A targeted hiring program means companies should be selective about getting candidates. This eliminates individuals who do not fit your ideal profile.
— Michael Fellows, Solidity Beginner
3. Focus on Niche Job Boards
Use niche job sites for advertising your job ads. This will allow you to attract high-quality applicants who are relevant to your field and have the required qualifications. Doing this will save on candidate-sourcing expenses and avoid the time lost in sieving through irrelevant applications when using non-specific job websites.
— Brian David Crane, Spread Great Ideas
4. Tap Into Their Communities
Look for Facebook groups, subreddits, and other spaces where your ideal talent spends time. You’ll get a better feel for the wants and needs of your potential hires. Also, engage with the community to build relationships, which can help make people more comfortable when applying or interviewing. This will also help you build a positive reputation with your candidate pool.
5. Ensure Inclusivity and Fairness
Ensure that the recruitment process is inclusive and fair. This includes removing potential barriers to entry for underrepresented groups (such as unconscious bias in job descriptions and interview questions) and actively seeking out candidates from diverse backgrounds. Promoting diversity and inclusion in hiring can lead to a more diverse and inclusive workplace.
— Kelly Richardson, Infobrandz
6. Ask an Experienced Employee to Lead Onboarding
If you aim to hire people with specific skills, you should find someone trustworthy and experienced at your company to walk new hires through onboarding. People who have proven to have the skills or experience you desire can help you assess new employees’ abilities. This strategy will help you find passionate team members who care about the business.
— Chris Christoff, MonsterInsights
7. Thoroughly Research the Desired Demographic
When developing a targeted hiring program, companies should research the target demographic. This can help the company gain an understanding of the demographics they seek. This understanding can then be used to create a program that meets the target group’s needs and is tailored to their specific skills, experience, and qualifications.
8. Create a Robust Evaluation Process
You must have a robust evaluation process when developing a targeted hiring program for a particular skill or experience level. Clearly define the qualifications, skill, and experience criteria. And before accepting applications or reaching out to aspiring candidates, set clear guidelines for assessing different profiles and define benchmarks to help you find the right fit.
— Chris Klosowski, Easy Digital Downloads
9. Define and Set Clear Expectations
Companies should clearly define the roles and responsibilities of a particular skill set or experience level. This helps to ensure that all the candidates and stakeholders have a full and accurate understanding of the qualifications needed for any position, thereby allowing for clear expectations when hiring.
10. Assess Your Current Talent Pool
When developing a targeted hiring program, assessing your current talent pool first is important. This will help you identify the gaps (if any) in your current team, which is very important to ensure that you hire the right team to bridge those gaps. This assessment will also help determine the most effective recruiting methods and provide a clearer picture of available resources.
— Thomas Griffin, OptinMonster
In conclusion, developing a targeted hiring program is crucial for companies looking to attract the best talent and streamline their hiring process. The steps recommended by these entrepreneurs include conducting a thorough job analysis, determining where to find candidates, focusing on niche job boards, tapping into communities, promoting inclusivity and fairness, having an experienced employee lead onboarding, researching the desired demographic, creating a robust evaluation process, defining clear expectations, and assessing the current talent pool. By following these steps, companies can ensure that they attract the right talent and create a diverse and inclusive workplace.