man wearing black polo shirt and gray pants sitting on white chair

8 Tips for “Hiring Top Talents”

Best Practices

Recruitment and getting the right candidate is not a perfect science; nor are the results always favorable.  In my experience, I’ve also had some mis-hires in the past.  So, the challenge is to continuously keep abreast with new and best practices in the industry. 

Renee Rose C. Casiño, HROD Consultant

The truth is, there is really no exact formula for hiring “top” talents — only new and developed practices that change with the times. Such is deemed true, even by seasoned HR professionals such as Renee Casiño, a current HROD Consultant with around two decades’ worth of HR work from formerly held positions in Training Institute for Managerial Excellence, Inc., McCann-Erickson Philippines, and Caltex (Asia) Ltd., – Phils. She proposes 8 useful practices HR recruiters may opt to consider in acquiring “top talents” amidst the pandemic.

1. Be resourceful and creative.

Given a time like ours that is very much susceptible to change, HR recruiters are encouraged to explore the opportunities brought about by such change. This can be done through engaging in natural networks, actively participating in online groups, and charting earning schemes to increase referrals in current networks. Moreover, LinkedIn is a very useful tool worth looking into, as the app provides helpful tools for recruitment.

2. Be more tech-savvy.

There has been an apparent rise of convenient online platforms for mass hiring brought about by AI technologies. In using these platforms, it is important to make sure that recruitment methods still adhere to the culture of the company. Merely accepting all that technology offers might put the hiring company at a disadvantaged position, as there are still other competitors in the industry who might be using the same tools in a more aggressive approach of sourcing candidates.

3. Outsource some HR processes in recruitment. 

Casiño suggests three ways on how to go about such outsourcing: 1) leaning on outsourcing less critical positions for other manpower companies; 2) conducting preliminary screening systems through different online avenues and websites; and 3) using Predictive Assessments, an AI-powered testing service helpful for digitally assessing the potential of a candidate.

4. Create partnerships with universities.

Universities have their own career placement and services arms that essentially help and support students acquire jobs after graduation. Given this, recruiters may consider partnering up with such universities to promote their respective company’s events, such as career and job fairs. These activities may help students further their career plans, while simultaneously helping companies increase brand recognition among the younger demographic.

5. Review what the company offers.

Taking a look back at the company’s unique value proposition (UVP) may help recruiters reevaluate the effectiveness of their current recruitment strategy. By looking into the current rewards system in the form of compensation, benefits, and culture among others, recruiters may opt to update these in accordance with current demands. As a result, these efforts may altogether help companies have higher chances of attracting top talents.

6. Make employees company ambassadors.

Asking employees to link the company with their own networks may help expedite the candidate-searching process. Moreover, incentivizing employees who become successful in their referral may also be considered in implementing this practice. 

7. Open doors to foreign candidates.

Should the local talent pool be saturated for specialized positions, it would be good to consider sourcing foreign candidates. As the new normal has brought about the convenience of the remote setup, hiring employees out of the country through leveraging online platforms may help the company have a more diverse talent pool. This, of course, should be pursuant to relevant legal provisions on hiring foreign employees.   

8. Join other HR organizations and groups.

This may lend recruiters not only new knowledge and information through learning and mentoring; rather, opportunities offered by these groups may open new networks. This may help recruiters become more exposed to fresher networks that they can also consider when conducting their own acquisition process. 

As per Casiño’s own experiences, all these tips have been proven to increase the chances of acquiring a bigger talent pool. Moreover, investing in digital platforms as previously mentioned have also increased recruitment efficiency, notwithstanding its costs. However, she still argues that the cost-efficiency of such investment still does not guarantee that all positions may be processed and screened through these remote avenues; some more critical positions may still entail a more thorough and personal kind of process for recruitment. Furthermore, she says that referrals may become hard to come by, although they can still become a collective benefit for the company. Referrals help establish relationships that tend to make new hires perform relatively better to not jeopardize the reputation, and ultimately career of the referrer. Ultimately, it is important to keep in mind that these are only tips and practices that HR recruiters may apply in their own processes; there is still no one process on how to go about recruiting top talents. Nonetheless, these tips can absolutely still be of help to the learning process of not only the recruiters, but also hopeful job-seekers in this pandemic.