Best Recruitment Strategies To Stay Ahead in The War for Talents In FMCG Sector

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Best Recruitment Strategies To Stay Ahead in This War for Talents

Talent acquisition over time has become a real battle and like every battle, one must be strategic in order to win. Understanding what attracts employees to a company, and how the best brands land top talent is now the most sought-after skill employers are willing to go to lengths for. The good news here is that finding and recruiting top talents can be done seamlessly if the recruiting strategies explained in this insight are employed.

What Is A Recruitment Strategy?

A recruitment strategy is a formal plan that outlines how to identify, recruit, hire, and retain top talent.

  • Partner with Specialist Recruiters
    Whatever the role or industry the role is affiliated with, employing the services of a specialist recruitment agency makes the search for talents easy and fast. Ease and speed of getting talents are one of the many benefits of hiring using a recruitment agency. 
  • Make application Easy
    According to CareerBuilder, 60 percent of job seekers quit in the middle of filling out online job applications because of their length or complexity, that is to say, you miss more than half of the potential talents. Some recruiters may be implementing a rigorous application process to deter unserious/uninterested candidates. While this may be true in some cases, lengthy application and screening processes would deter serious potential talents who have decided to allocate the same time to apply to two or even more companies.
  • Embrace Remote Recruitment
    Except your company is not equipped for remote recruiting, remote recruiting has so many benefits including:

    • The opportunity to choose from a diverse pool of candidates
    • The hiring process can be accelerated
    • It will save you money, and other human resources

There’s a high possibility that top talents in a specific role are not available in your location nor willing to relocate. So what happens then? Would you settle for less qualified talents? If yes, you should also consider the cost of training and also the possibility your hiring decision will cost you in the future. 

At this point in time, remote work is a great way to keep employees and make yourself a more attractive employer, because employees are willing to work from home at a high level.

  • Invest in Retention
    Employers have lost it here due to the fact that their focus has been shifted to recruitment alone and neglecting the talents they have in their workforce. The probability of getting bad hires from new employees is greater than working with someone in your workforce already. Also, the cost of training and developing your existing workforce will be far lesser than the cost you will incur when you have a bad hire.
  • Invest in Employee Referral Incentive
    An employee referral incentive program is a recruiting strategy that encourages current employees to refer qualified applicants to their employers in exchange for rewards. Talents hired through referral tend to be better performers and to stay with their organizations longer. By investing in a referral incentive strategy of recruitment, there’s every tendency that you will be getting candidates who have been briefed about your company already at a lesser cost.
  • Use Technology
    Utilizing the right recruitment technology tools like an Applicant Tracking System (ATS), Thomas Behavioural Assessment can save you time, money, and effort, and streamline your recruitment process.
    • Using hiring software in Scanning resumes, job descriptions and other communications can put an end to biased hiring.
    • Analytics, metrics, and trends in the recruiting process can help you make better data-driven decisions.
    • Using Thomas Behavioural Assessment helps you understand different aspects of a candidate’s character, thinking style, willingness to learn, and leadership capabilities.
  • Focus on soft skills
    Experience is not enough! Yes, we said it.  It’s time to align your focus to soft skills and not solely technical skills and experience. You could be hiring someone who is “experienced” at being a bad hire.Technical skills on resumes can be tempting, soft skills are something that employees just have. While employers cannot see these skills on the resume, they can be spotted during the interview process or during the assessment.

Here are some valuable soft skills:

  1. Integrity.
  2. Creativity
  3. Adaptability
  4. Resilience
  5. Teamwork

Now, you have the upper hand in this war on talent acquisition if you implement these recruiting strategies. 

Are you recruiting executive talents in the FMCG sector and require the services of experienced specialist consultants? Look no further. At FMCG Search, we empower our clients by delivering top candidates who will blend into their organization and contribute to their growth.

At FMCG Search, we partner with Thomas behaviour assessment which is the market’s leading talent assessment platform that combines technology, psychology, and data to provide us with an initial profile detailing a person’s strengths and limitations, their communication style, their value to the business, what motivates them, and leadership capabilities.

When you work with us, you’ll enjoy our extensive access to a wide talent pool, as well as get the candidate that would not only be a technical fit but would as well be a cultural fit, as we make use of technology and behavioural assessment to select the candidates we present to our clients. which allows us to provide you with the right talents.

To get started, make use of this free consultation offer with our specialist consultant, select a suitable time in our calendar with the link here to book a consultation with our consultants now.

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