Introduction
Attracting and retaining skilled workers can be challenging for an organization. In today’s job market, there is a lot of competition between companies to attract the best talents. However, despite the complexity of this process, there are strategies and ways of recruiting. Therefore, it is necessary to analyze and evaluate them to understand what works best and develop a solution that will enable effective staff recognition.
Ways to Attract New Employees
Recognition Strategies
To date, the process of finding and hiring workers in a particular industry is almost entirely online. According to Adeosun and Ohiani (2020), companies have many online recruiting options, such as social media, advertising, direct mail, and employee recognition platforms. However, only a few can be used effectively to attract the best professionals. For example, advertising and job posting, while relatively affordable ways to find employees, are also time-consuming and ineffective talent recognition strategies.
In addition, the choice of techniques for attracting employees depends on the company’s resources. Often, an organization may use “salary, brand name, referral, job security as core factors in attracting and recruiting quality talents” (Adeosum & Ohiani, 2020, p. 114). Notwithstanding, it is still possible to attract qualified specialists if a company, namely start-ups, does not have these resources. Hence, increasingly, companies are using recognition systems to attract and retain employees.
Digital Solutions
Digital solutions for problems with finding qualified employees are among the most effective. According to McNulty (2018), the leveraging of online technologies helps to identify “the factors that attract, retain and drive away quality employees” (p. 176). Moreover, using of high-tech tools makes it possible to analyze a specialist’s work experience and qualifications. It helps to detect the best talents in the declared industry. In addition, applying recognition systems helps save time searching for the ideal candidate and reduces costs.
Despite the high competition in this area, developing new recognition systems will still be relevant. First, this strategy is in great demand among companies. For example, companies such as Hulu, Heineken, Redfin, Telarus, and others are actively using digital technologies to attract new specialists. These companies have different specializations, so it can be assumed that an organization’s use of recognition systems does not depend on the type of its activity.
Much more critical is what services the system offers to the client. The most competitive solution will be to create a recognition platform with advantages for staff and management. This system is based on a system of rewards to evaluate the employee’s work. In the future, this data will confirm the worker’s qualifications and help the company’s management find the best talents in the field. This system has advantages for both the employee and the employer. However, the platform must be well-designed and easy to use. Today many companies can help with the development of this project. Among them are Bilberry, DigitalSilk, Codup, Innowise, BairesDev, and others. For the project’s profitability, offering the client unique and high-quality services is crucial.
Conclusion
Thus, today the digital recognition solution for attracting and retaining the best talent is in demand. Even though this service sector has a lot of competition, it is also very promising. Many companies are looking for ways to recruit employees that will help them save their resources and, at the same time, help them find the best specialist. Therefore, launching a platform that will recognize talent and attract them to work in the company can be in great demand. However, it is essential to ensure the provision of high-quality and unique services that help the client satisfy his needs.
References
Adeosun, O.T. & Ohiani, A.S. (2020). Attracting and recruiting quality talent: firm perspectives.Rajagiri Management Journal, 14(2), 107-120. Web.
McNulty, J. (2018). High-tech workplace tools are key to winning the war for talent.Strategic HR Review, 17(4), 176-180. Web.