Hiring a new member of staff can be daunting yet exciting at the same time. The process can be lengthy and for those with other important tasks that they need to complete, it can become burdensome. Perhaps you’re new to recruiting, or you’re simply unsure of where to start when it comes to hiring for the payments team.
Nonetheless, this blog has got you covered. Keep reading to find out more about hiring the best candidates for your payments team!
Assess what the department needs
Before you start posting any job vacancies, it would be helpful to first assess what the department needs from a new employee. For instance, what are the sort of skills required as part of a new hire’s daily activities in the payments team?
Ensure that you involve relevant stakeholders in this process so that you obtain important knowledge that empowers you to make confident hiring decisions when it comes to recruiting your next payments team member.
Offer incentives
It goes without saying that an excellent employee benefits scheme will attract candidates to apply for roles within your organisation. Regardless of whether that’s the payments team or other department, promoting your company’s employee benefits programme can help attract a flock of eager and enthusiastic candidates!
You don’t have to promote every single employee perk, but ensure that you promote ones that are popular or not common to grab the attention of potential employees! For example, employee benefits such as private healthcare and insurance policies such as group life insurance, pet insurance, or income protection insurance could attract more candidates.
Optimise the hiring process
Did you know that ‘ghosting’ not only applies to relationships outside of work, but also within the recruitment process? Candidates complain about recruiters ghosting them, not only after application, but also after interviews! Recruiters also complain of candidates ghosting them as well.
So, how can you solve this problem as a recruiter?
Optimise the recruitment process, of course.
One way to do this is to shorten lengthy processes whenever possible. Although you might believe that your hiring process can help you find the perfect candidate for the role, the process itself might simply be ineffective and inefficient.
Find ways to shorten the process – do candidates really need to go through three interviews and five tests before successfully getting the role? Or can a short test given to them right after they apply help to shortlist candidates, with only those that pass the test put through to the interview stage(s)?
If you can, contact all candidates, regardless of whether they’ve passed or have been rejected.
Offer hybrid and remote working opportunities
Hybrid and remote working arrangements are increasingly becoming the norm in many companies since the height of the COVID-19 pandemic. In fact, many job seekers are proactively looking for roles that offer these opportunities!
For your payments team, consider whether hybrid or remote work can be offered so that you’re able to offer this to potential candidates as well. Studies have found that 51% of employees feel more productive when they work from home, so you might want to think about the advantages of remote workers too.
