Effective ways to attract potential employees for Green Fingers

Organize Talent Hunt Programs

Hence, it is recommended that Green Fingers organizes different talent hunt programs (online) for several professionals and students that would help them in showcasing their skills and knowledge by participating in it. Organizing these kinds of talent hunt programs will help people and potential customers in knowing and recognizing the brand and help the organization’s reputation. Other than this, it would also give them a taste of the organization’s culture, style and format of working. These competitions can be organized and shared on their career website and social media (Facebook, LinkedIn, Instagram and YouTube).

 

This is a killing two birds with one stone opportunity for Green Fingers as it does not only attract candidates and sell their brand, but it also gives a wider pool of aspirants and they will most likely be more vibrant and talented. This is an effective and untraditional way to capture and the interest of potential employees. For example LinkedIn is a much appreciated portal through which candidates can be selected. The CV of the students are very much reliable and authentic and the job advertisement can be properly circulated on the timeline through company account.  

 

Employer brand and attract potential candidates. The reason for this recommendation is because 67% of active and passive of seekers say that they will only work for diverse companies (kudos, 2019) and research shows that diverse teams are positioned better when it comes to innovation and it drives market growth. Moreover, companies that where above average when it came to diversity produced a greater revenue from innovation (45%), while companies below only had 19% (Levine 2020). Some ways to attract a diverse set of people is showing diversity in images, videos’ and ads on the company’s website and social media. Using media that include people of different race, gender, age, ethnicity and sexual orientation tells a lot about the company’s culture and values. This is crucial to attract a diverse candidate pool. 

Agencies as a part of their staffing or recruiting strategy (Setyawan, Arini and Akhlis 2017). Doing this, could save the hassle involved in business (with initial screening of resumes, assessing employee’s qualification and checking references). Other than this, using agencies for recruiting and employment would also help the organization in filling the job roles quickly then providing pointers to candidates for interviews. Moreover, using employment and recruitment agencies can benefit Green Fingers since a lot of agencies have the benefit of specializing in certain fields so that they can bring extensive networks and a lot of experience that might be valuable to your organization. This recommendation is suggested since Green Fingers are just starting out and it can save them labour costs and valuable time. 

 

Staffs about the available positions. This could act as an effective way of isolating some of the best candidates for the job (currently available at Green Fingers). In addition to this, both already referred as well as existing staff (already having a relationship with someone in the organization) could also connect to the organization and serve as a valuable employee (Ghaddar, Khandagjii and Ghattas 2018). It is also recommended that Green Fingers realizes and recognize the same and thereby offer bonuses for referrals (who become employees later). (Kester, Lindsay and Granger 2020). Another reason for recommending the same is to save the organization’s money and time on different recruitment efforts thus keeping Green Fingers competitive and productive at the same time.