Business Remote Work

Talent Recruitment 101: 7 Tips for Hiring Talent That Can Boost Your Business

Lacking fire power needed to get the right people in the right seats? It is time to look into your talent recruitment process and new hire management. 

Hiring new talent is one of the most critical yet underrated activities in an organization. Many veteran employees consider new hires to be beneath them, particularly regarding skills and performance appraisals. However, companies aiming to be successful should now consider taking a different approach and start looking at new hires as key contributors to the future of their company. This means getting the right people who can boost your business. 

How do you ensure that your talent recruitment process outsourcing (RPO) team is doing their job?

Define Your Ideal Candidate

Before you even provide a job description for a particular role, everyone involved in the hiring process should first sit down and envision how their ideal employee can fill in the vacant role. From the get-go, they should have a clear picture of what strengths and skills a candidate should possess to make them successful in their position. More than that, your RPO team should also be able to gauge what qualities the new hire has that would perfectly mesh with the rest of the group. 

Practice Collaborative Hiring

Gone are the days when HR teams were the sole decision-maker when it comes to talent acquisition. The best way to go about this is to get input from the very people who will manage the new hire. Allow them to build a candidate profile. During the process of the interview, measure them against these parameters. 

Monitor Talent Pools

talent recruitment

While you may have an impressive talent pool of remote workers, it is always best to go over your candidate source and see if it still works. If not, then move on to explore new and better sources for talent recruitment. Reach out to different channels like MultiplyMii’s offshore outsourcing, and you’ll be surprised at how beneficial these other options can be. 

Use Performance Metrics

talent recruitment

Improving the overall hiring process depends on how your organization can measure the quality of new hires, no matter what position they are in. At the get-go, HR teams and even the upper management should carefully look at performance metrics and look for signs indicating an employee’s performance level. 

Have Employee Referral Programs

More than talent pools, another great source of top-caliber candidates is your current employees. They are the best ones that have first-hand experience of what it is like for your company. Your current employees are the best brand ambassadors that you can have. They are the best mirrors of your company culture. That said, a good strategy is to offer a referral bonus when they recommend a candidate who is hired. 

These programs are often successful at first. You will note that the referrals will keep coming in. However, you will also notice that as time fades on, so does the thrill. As such, it is best to look at your employee referral program and incorporate changes that will get your employees excited again. Some of the strategies that you can include are: 

1. Monitor referrals and openly acknowledge those who have received their rewards. 

2. Increase monetary awards until your company gets a threshold that encourages people to act on it. 

3. Make it exciting by offering contests like a raffle draw where employees with successful referrals can win the latest gadget or a vacation trip. 

Understand Your Target Audience

talent recruitment

One of the pitfalls of recruitment processes is not considering the target audience. You have to define what candidates you are looking for. Moreover, you have to understand that recruiting is selling. You need to know who you want to attract to your organization. For this to happen, you need to identify your company’s main selling points that will make candidates choose you. 

What do you have to offer? Who will benefit from our offerings? When you answer these questions, it would be easier to place your brand in the center of your target candidates. And since you need to sell your organization to these candidates, you need to advertise your working culture and echo your employee’s skills and attitude related to your brand. 

Plan for the Future

You hire employees because you believe their skills will become useful for the company. It is perfectly okay to think ahead and plan for the future, especially if you see a particular candidate’s potential to become a valuable part of your team. Don’t hesitate to invest in their personal development. 

Take this piece of advice: 

While it is always good to evaluate your new hires based on their skills and potential, your organization’s role is equally critical in ensuring that these new talents will blossom and bring forth further success for your company.

Never take your new hires for granted and allow them to grow. When your recruitment processing is done right, expect to enjoy high performing and loyal team players that will ultimately boost your business. 

Learn more about how MultiplyMii’s remote talent recruitment process can help boost your business by booking a demo

Business Remote Work

Talent Acquisition: 7 Ways You Can Improve Your Talent Management

Failing to get top caliber talent for your business? The answer is in your talent acquisition strategies. 

The staffing industry has changed significantly over the years. Gone are the days when employers would wait behind their desks to scrutinize every candidate who would go over and beyond to prove their skills to become a part of the company. Nowadays, talent acquisition has shifted in favor of the employees. 


Employees are now more confident in switching jobs once they feel that companies do not provide is not what’s advertised. And this is something that employers must become aware of and actually take steps to adapt to. Employers must now prove that their company is worth sticking to. 

How can employers genuinely engage their workforce—the main drivers of their business? Specifically, how can employers ensure that their company gets great people and can actually retain these people? The answer—a talent management system that works. 

Multiplying Your Business: Top Ways of Improving Your Talent Management Strategy

  1. Work on Developing an Employer Brand
talent acquisition

Top-rated employees go to employers with a known brand of employer management. Do you know why most big companies invest in giving their employees enviable perks? It is to ensure that they are building a strong employer brand. How is this done? Shorten time-to-hire. 

Employees hate the waiting game. They will appreciate it if you provide them feedback in the shortest time frame possible. The amount of time they need to wait on your hiring decision reflects your company’s efficiency and robust decision-making process. 

  1. Identify Talent Recruitment Goals

Before you even start posting job vacancies and interviewing candidates, you need to have a clear goal of what your organization aims to get from filling the position. This way, it would be easier to pinpoint the type of talent that would work well with your company culture. Suppose that you need a manager to handle your global expansion, your job description should then include someone with a strong cultural awareness in addition to their skills. 

  1. Provide a Positive Candidate Experience

When hiring quality candidates, employers must make it a point to give them a positive experience. Employers, however, should be careful not to compromise the hiring process (i.e., making easier tests) to make their candidates’ experience a positive one. It doesn’t matter if you hire them or not. You have to always keep in mind that these candidates will share their thoughts about your company, and you don’t want to risk one employee’s bad experience tainting your employer brand. This is where timely communication comes in. 

Start off by providing a clear job description. Let candidates know at the get-go what skills are necessary to land the job. Give them updates about their hiring process and congratulate them when they pass a hiring stage. If things don’t work out, encourage them because once a candidate has a positive impression of your company, they’d be willing to recommend you. 

  1. Leverage Onboarding Process

New hires often feel lost during their first few days, and this is where it can get crucial for employers. Onboarding is an essential yet overlooked talent management strategy. Most new employees quit within the first six months simply because they had a shallow onboarding process.  Many feel like they don’t have the right tools to succeed in their position, and their expectations are not met.

Coming up with an effective onboarding process can seal the deal when it comes to scaling. In fact, it can jumpstart a company’s revenue generation strategies. Take the case of Boost Me, a PPC startup itching to scale their operations. For so long, the company has struggled to expand its team of experts. 

Through MultiplyMii’s effective onboarding process, Boost Me expanded its team with minimal expenses, thus increasing its revenue. Onboarding should go beyond the first week. Imparting to your employees that your door is always open for questions, sends a signal that you want them to succeed.

  1. Focus on Results

No two people are alike, and this goes for your employees. Employers need to understand that different people may use different methods to achieve their goals. For this reason, employers should focus on the results rather than the process. When you give your people a certain level of autonomy, they will feel valued and respected, resulting in improved job satisfaction. In the end, increasing your organization’s productivity. 

  1. Personalize Benefits Package
talent acquisition

While a benefits package can be considered a perk in your organization, it would be a huge step up if you can customize it according to your employees’ needs. If you are in the process of improving your compensation offering, make sure to include an employee-centric approach to it. Lay down several options that would allow your people to choose depending on their needs. 

  1. Foster  a Healthy Work Environment

One thing you should never leave out in your talent acquisition strategy is your positive work environment. Sure, you can have the best compensation and benefits package and a solid onboarding process, but if your working environment is too toxic, don’t expect employees to stay and become committed to you and the company. 

Solid talent acquisition begins with an established talent management system. Learn how outsourcing your recruitment process with MultiplyMii can help boost your organization’s bottom line.