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Today, skilled workers benefit from a labor market that offers employees excellent opportunities through globalization and digitization. Anyone looking for a new job today is indeed spoiled for choice in many sectors and can hardly save himself from offers. The decisive factor for you is how you present yourself with your corporate management and corporate culture. When looking for employees, two elements always count:
For example, if you have a sustainable concept with appropriate benefits for your future staff, you will generate a positive image for your startup on the Internet. Because your signal that your team is essential to you within the framework of your corporate culture. This, in turn, helps you find employees and retain them in the long term. The following criteria made it onto the list of successes from the employee’s point of view:
If you already meet the criteria for success when dealing with the existing staff, your positive reputation will also help you in the active search for personnel.
The fact is that finding new employees will not work without proper planning. This includes creating a targeted employee profile. Because first of all, you have to recognize for yourself what job you are looking for employees for and what tasks future employees have to fulfill. So first, you need:
Only when you have done this “homework” can you make further considerations and determine which distribution channels you would like to use.
Searching for or finding suitable personnel is always associated with a great deal of effort. It’s costly as well as time-consuming. Therefore, think about where your target audience of potential candidates can be found and how you want to contact them. The more goal-oriented you act, the more successful your personnel search will be. So don’t wait for someone to approach you and your business. Search actively and present yourself as an innovative and exciting company.
Incidentally, every month in which the vacant position remains unfilled is at the expense of productivity in the company. The best way to keep the effort involved in finding personnel to a minimum is to act efficiently. Here are possible personnel recruiting methods – completely analogue or following the digital trend:
Use your company website! It is an absolute must when it comes to personnel recruiting. With their help, potential applicants find out about your company and automatically check your job offers. It is best to link your career page directly on the start page. It is not possible to say how many interested parties you will reach in this way. The job pages of established large companies and corporations are very well frequented. Smaller or less well-known companies are likely to attract less attention with their website. Nevertheless, it is expedient to introduce your own careers page with job offers to find new employees. This is how you present yourself as a modern company and do something for your image.
Start word of mouth with the help of existing employees – either analogue or digital on the Internet. Especially as a newly founded startup, this is a promising way to build up staff. Contact points can also be friends, acquaintances, family or suppliers. Maybe you have already had a flier printed for your company, and then this is the right opportunity to distribute it right away. If that doesn’t work, you’re left with the option of launching a recruiting campaign. Because your employees may know a perfect candidate for the vacancy in your company, it works pretty simply: With an employee referral program, you motivate your employees to find the right applicant. In this way, you integrate your staff into the personnel recruiting process and even relieve yourself.
First of all, advertise your position internally in your company. Perhaps one of your long-time employees is looking to make a change and grow professionally. This is often a cost-effective solution because you can prepare them for the new position through further training. The advantage is that an internal candidate can already find their way around your startup, and no onboarding process is necessary.
If your family or acquaintances could not help you recruit employees, post your job offer on your social media channels. Ask your contacts to share this job profile. Nothing works better than a personal recommendation.
Personnel recruiting using social networks such as Xing, LinkedIn and Facebook is up-to-date and promising. Modern social media recruiting on the Internet is very easy: Place job advertisements for the channels of your choice and enjoy the advantage of being in direct contact with potential applicants. This allows you to respond quickly and efficiently to their questions about the job profile and the associated requirements.
Another excellent and easy way is job boards. In addition to your in-house careers page, online exchanges are another promising source for finding new employees. On the one hand, your advertisement may hardly be noticeable in the flood of job offers, but numerous job seekers use job exchanges like Monster.de to find their way around. Compare the conditions of various job exchange operators and record their efficiency in a small statistic. In this way, you will be able to optimize your personnel marketing simultaneously.
Another excellent and easy way is job boards. In addition to your in-house careers page, online exchanges are another promising source for finding new employees. On the one hand, your advertisement may hardly be noticeable in the flood of job offers, but numerous job seekers use job exchanges like Monster.de to find their way around. Compare the conditions of various job exchange operators and record their efficiency in a small statistic. In this way, you will be able to optimize your personnel marketing simultaneously.
It may also be too time-consuming for you to look for staff yourself. In this case, you can try the so-called outsourcing and leave it to an external service provider to find suitable employees. You have to distinguish:
Headhunters and HR consultants
They are specialized in the search for highly qualified managers and specialists.
Recruiter
They work in your HR department and are responsible for recruiting, i.e. finding staff or optimizing the HR marketing of your startup.
temporary employment
Third parties, e.g. temporary work companies or agencies, temporarily provide you with employees (temporary workers) under certain conditions.
Direct intermediaries
These are recruiters who suggest suitable applicants to you as an entrepreneur.
Be present as a founder at industry-specific trade fairs and conferences. Make contact with organizers of events for universities and schools. This gives you an easy chance to discover young talent and convince them of you and your employer’s brand. It is best to present yourself with small giveaways that your target group will like. This will give you a likeable image as an employer and gain your reputation. In this way, it is often possible to find potential employees and hire them directly after training.
Numerous entrepreneurs across all industries use the cooperation with the employment agency to find employees and personnel. You have two options for working with the Employment Agency:
You can report your job offer or profile via the job exchange of the employment office.
Alternatively, you can get in touch with a personal contact person.
The employment agency’s free employer service supports you in building up staff and answers your questions about funding and personnel development.
There are countless opinions and tips on how to find good employees. The classics still count, like advertising. Social media recruitment also offers excellent potential. It is promising if you work on your “brand” as an employer, take personnel marketing seriously and offer online application processes for potential candidates. This is how you present yourself as a modern company and stand out from the crowd of other companies.
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