The application process is different for every company, so put candidates at ease and let them know up front when they can expect to hear back from the company and where they can find further information about specific roles. Answering such questions also helps both recruiters and candidates save time spent communicating information that could be clarified on the website.
Start With the Basics
Review your Recruitment Metrics
Before you can start revamping your recruitment strategy, you need to understand what’s currently working and identify areas for improvement. In order to do that, you need to take a look at your recruitment metrics. This will allow you to set attainable goals and determine which strategies will help you reach them.
Set Recruiting Goals
Once you know your pain points in the recruitment process, you can strategize ways to improve your efforts moving forward. If you’re having a hard time getting candidates to apply, try new job board platforms or host a hiring event. If it’s taking months to fill a position, tap into different networks or offer your team a higher employee referral bonus. There are numerous strategies you can implement, but you want to ensure you’re making the most of your efforts by setting goals and planning how to reach them.
Invest in Recruitment Tools
If you’re not currently utilizing recruitment tools to simplify your recruiting process, consider the investment to help you save time and money. Whether it be a video interview platform or a full applicant tracking system, these tools help streamline and automate certain tasks, so your team can focus on other aspects of the recruitment process. As more companies adopt hybrid or remote workplaces, it is important to make sure your company has robust tools to conduct any virtual interviews.
Why are recruitment strategies important?
An organisation can implement several recruitment strategies at once to attract the best potential employees for open positions. Here is a list of effective recruitment strategies to consider, according to your organisation’s needs:
Improve brand awareness
An effective way to attract the best prospective candidates to your organisation is to first establish your company as a coveted workplace. Some companies have excellent consumer brand awareness, but limited employee brand awareness. To fix this, ensure your website has a careers page that shares the benefits of working for your company to entice potential candidates to apply.
Employee referral program
Encourage your current employees to refer potential candidates for open positions. Employee referrals are frequently highly effective as current employees typically only recommend candidates who meet the required skills and qualifications. This results in lower turnover levels, higher productivity and less money and time spent on the hiring process. An effective way to encourage this behaviour is through an incentivised employee referrals program with bonuses and contests, to motivate your employees to be an integral part of the recruitment process.
Using data from past recruitment and hiring cycles can help you improve your overall strategy. Important metrics to review include application completion rate, the number of qualified candidates, the cost and time to complete the hiring process, and the candidate response rate.
Another strategy for recruitment that involves data implementation is investing in an applicant tracking system (ATS). A popular tool companies use for large-scale hiring, this software program automates a large part of the recruitment and hiring process. This allows recruiters and HR professionals to spend more time fully vetting candidates, rather than analysing every candidate’s qualifications.
Passive recruiting can involve enticing candidates not actively looking for a new position to a role within your organisation that’s the perfect fit. Another aspect of passive recruitment is engaging with past candidates. Review the resumes of past candidates that weren’t successful because of timing or external factors. These candidates will already be familiar with your company and, beneficially, they may have developed new skills or experience since the last recruitment process.
This also relates to reaching out to previous employees who left the company on good terms. Entice them back with a more senior position and you’re rewarded with a significantly shorter onboarding process.
Social media is one of today’s most effective strategies for recruitment. Social recruiting allows an organisation to share a job posting with its entire network and encourages two-way conversation. Use social media to look for and engage with potential candidates. It’s also beneficial to share photos and videos on social media from company events or daily office life to give potential candidates a glimpse into your company culture and to learn more about the organisation.
Recruiting at universities
Depending on the open positions, recruiting at universities can be an effective way to attract new talent. Some companies work with universities year-round to identify prospective employees and develop relationships. Alternatively, you can attend university recruitment fairs or other employment specific events.
Online recruitment tools
on websites daily, so a sponsored job post ensures your job stands out. Paid sponsored listings can include better visibility in the search results page and appearing before job seekers searching for relevant terms, which translates into more high-quality candidates.
Resume websites: Resume websites host millions of resumes that allow companies to easily filter candidates by filtering criteria like years of experience and education. You can also establish a resume alert with some sites, which can send you a daily email with resumes that match your criteria.
Create company pages on recruitment sites: You can create company pages on recruitment websites that include important information job seekers research before applying for open positions, including employee reviews and salary data. Claiming your company page
Depending on the organisation, industry and recruitment strategies you implement, organisations might receive several hundred applications per position. To stand out from the crowd and boost the number of applications, use an innovative recruitment strategy. This might include a hiring test, a hiring questionnaire, a national hiring day or a video resume.
Industry-related recruitment tools
While job fairs can help you find qualified candidates, so can non-recruitment events like industry-related meet ups. They are an excellent way to meet motivated professionals eager to network and advance within their field. Your organisation might also decide to host its own meet up to find potential candidates and boost employee engagement simultaneously. Another industry-related recruitment strategy is to use niche job boards to identify qualified candidates, like job boards specifically for remote workers or software developers.
13 techniques for achieving recruitment strategy goals
Consider the following recruitment techniques for better hiring outcomes. You may already use many of the tactics below even if you don’t have a recruitment strategy, but it pays to drive consistency by formalizing these ways to recruit employees in a documented process.
1. Build your employer brand
Companies can build their employer brands by ensuring they have a great careers webpage, plenty of written or video employee testimonials, and showing potential candidates what a day-in-the-life might look like in your team.
Be sure to keep track of your online reputation. What are your current and former employees saying about what it’s like to work at your company online? If there are negative reviews on sites such as Glassdoor, acknowledge these, follow them up, and ask your employees to write some positive reviews to provide balance.
Don’t: Make claims that aren’t true. New hires will quickly spot a discrepancy between the employer brand and reality when they start work and may be tempted to leave if there’s a significant mismatch.
2. Write compelling job descriptions
For every great job ad published, there are a thousand boring ones. Make yours stand out by keeping it short and specific. Consider SEO to improve discoverability, and mix up the format by including embedded or linked videos along with the text.
Your job ad should begin with the most compelling aspect of the role. Perhaps it’s a brand-new position. Maybe it comes with great career opportunities, or maybe it’s the perks that stand out. Lead with this, rather than burying it five paragraphs down.
3. Get targeted with job ad placement
One of the best recruitment tactics is being smart about job ad placements by researching where your candidates spend their time online. While generic job boards can be effective, many industries have niche job boards that lead to improved results. Are your ideal candidates searching for jobs on Engineering.com or ArtsHub? Many traditional industries still place job ads in printed publications, while others focus on social media job ad placement.
4. Improve your Employee Value Proposition (EVP)
5. Make the most of social media
It’s easy to spot the companies that understand the power of social media recruitment. They have strong presences across popular channels, their Youtube accounts are brimming with career-related videos, and their employees are regularly advocating for their brand online.
6. Fine-tune your online presence
If you only hire talent in your local geography, it’s likely candidates already know of you by reputation. But the rise of virtual hiring and remote working now means that companies are seeking talent in distant places, including other countries.
The key challenge when hiring virtually is that your online presence is the only thing remote candidates see. This means that a sub-standard website or non-existent social media presence can sabotage your otherwise effective hiring strategies.
7. Focus on the candidate experience
A poor candidate experience will lead to an HR recruitment strategy falling down, and talent dropping out of your recruitment funnel due to frustration or impatience, and never coming back. Worse, it can lead to your company getting a reputation for poor hiring practices and undermine the company recruitment strategy.
The candidate experience should align with your company brand. For example, if your company creates cutting-edge apps, a candidate would be disappointed to find themselves embroiled in a paper-based process.
For this type of program to work, it requires the establishment of relationships with campus communities, such as campus career services departments. It can also require time to attend campus events, such as job fairs. IBM, for example, has an excellent campus recruiting program. For IBM, recruiting out of college ensures a large number of people to grow with the organization 1 .
Top 10 Best Out-Of-The-Box Recruiting Strategies for 2022
From communicating your company’s values through job ads until onboarding the candidate in your organization, the kind of recruiting strategy plays a vital role. The Recruiting Strategies that you use can either strengthen your employer branding or break the image.
The Job market is extremely competitive these days. Individuals want to be part of such companies that offer them a holistic experience and exposure to grow. It has become customer-centric and good companies are challenging against each other for the war of talent.
Recruiters are always struggling to source and hire the right candidate. A right hiring approach and out of the box ideas can help recruiters attract and hire the top talent. So let us first identify as to why we need a recruitment strategy in place for hiring:
Why You Need A Recruitment Strategy?
As the business expands, new opportunities come, and companies win new contracts. They are in need to add more staff to meet the demands of new business contracts. Often when such situations come, recruiters are found slogging and contacting recruitment agencies to provide a quick hiring pool. Such hastes leads to hire mediocre talent and can prove detrimental in the long run when you want to sustain the business propositions. Such hiring often leads to employees joining with mismatched expectations and results in poor productivity and attrition.
If companies spend some amount of time and effort brainstorming and putting together a recruitment strategy along with a plan to implement then they would save a lot of money and pain later during critical needs.
#11 – Host Industry Events
Hookup with your company events team and start planning some ways to raise your profile within your industry. Don’t make these events recruitment focused, instead bring value to your network and position your business as an exciting and innovative place to work.
If you’re in tech, this could be a hackathon. For the arts industry, try hosting an exhibition. Or, go for a conference if you’re in marketing. It could even be as simple as hosting a webinar on an industry hot topic.
From a recruitment perspective, it’s a great way to synergize with several other recruitment strategies. Events help raise your employer brand, plant the seed with passive candidates, and is an opportunity to build a talent pool.
What Should You Do Next? – Start with Hootsuite’s awesome guide on how to host your own virtual events. These ideas offer a quick, easy, and low-cost way to start boosting your business profile and meet future candidates.
Costs of Recruitment
Part of recruitment planning includes budgeting the cost of finding applicants. For example, let’s say you have three positions you need to fill, with one being a temporary hire. You have determined your advertising costs will be $400, and your temporary agency costs will be approximately $700 for the month. You expect at least one of the two positions will be recruited as a referral, so you will pay a referral bonus of $500. Here is how you can calculate the cost of recruitment for the month:
In addition, when we look at how effective our recruiting methods are, we can look at a figure called the yield ratio. A yield ratio is the percentage of applicants from one source who make it to the next stage in the selection process (e.g., they get an interview). For example, if you received two hundred résumés from a professional organization ad you placed, and fifty-two of those make it to the interview state, this means a 26 percent yield (52/200). By using these calculations, we can determine the best place to recruit for a particular position. Note, too, that some yield ratios may vary for particular jobs, and a higher yield ratio must also consider the cost of that method, too. For an entry-level job, campus recruiting may yield a better ratio than, say, a corporate recruiter, but the corporate recruiter may have higher cost per hires.
There may be some positions that could be well-suited for employees already working in your organization. Review the qualifications and skill set of current employees and ask other department managers if they believe any of their team members could be strong fits for any available roles. Hiring existing employees to work in your open roles is usually effective because they’re already familiar with the company, which means the organization can spend less time, effort and costs on training and onboarding.
18 Effective Recruiting Sourcing Strategies To Use
Implementing an effective recruiting sourcing strategy can make it easy to find a large pool of qualified applicants for open positions. A strong recruiting sourcing strategy can lead to efficient hiring processes, higher retention rates and positive candidate engagement experiences. When choosing the best sourcing strategies for you, consider factors like the types of candidates needed for open roles, available recruiting resources and results from previous recruiting methods.
Recruiting sourcing strategies are methods hiring managers use to search for and engage qualified candidates to fill current or upcoming positions they could be a great fit for. Building an effective recruiting sourcing strategy allows you to access a wide array of candidates, which can increase your chances of finding the right candidate for the role. In a recruiting sourcing strategy, managers can locate impressive candidates that could perform effectively in the role they’re hiring for according to the company’s specific hiring needs and role qualifications.
How to optimise your recruitment process
1. Look at what you’re doing already
Although your recruitment strategies might need an update, there’s no need to start from the beginning. Using data, you can get a good idea of which of your current recruitment strategies are working well and which aren’t. For example, it might be that you get good responses to posts on social media, but less so on job boards. Use what you know about your current strategies to start building a better process.
2. Research similar companies
Posting job ads on social media might be a great way to recruit for digital marketing positions, as they tend to be held by younger people who spend more time online. Some employee profiles prefer more traditional job advertising methods. Find out about the strategies other companies in your industry use, especially if they’re of a similar size and in a comparable location. You can get an idea from the careers page of their website and the ads they’re posting online.
3. Try out new methods, but keep reassessing
Even with the most diligent research, what works for one company won’t necessarily work for another. Have the confidence to experiment and try new things as part of your recruitment strategy, but be sure to reassess regularly to stop using the methods that aren’t working. Constant iteration can allow you to continually optimise your recruitment.
Best strategies to attract top talent
Recruitment strategy #1: A broader job vacancy
Job seekers look for clarity in the job advertisements in terms of the profile, company history, pay scale, career opportunities etc. A smart recruiter provides a clear picture of every required detail in the job notification. You should be able to clearly communicate job requirements and how one can benefit from this profile.
There are many ways to craft a job post that will stand out. State your company’s culture mentioning how the employees have that life-work balance in your company and the perks they are entitled to. A short video or a link to the company’s career blog is a good idea to express these plus points.
Recruitment strategy #2: Campus recruiting
The colleges are full of young and dynamic talents who show immense enthusiasm in their work. A tie-up with renowned universities and colleges and be a part of their placement cells. Campus recruiting is a great way to recruit students and recent graduates.
Recruitment strategy #3: Be flexible
Employees look for companies where work pressure doesn’t affect their personal life. A modern-day company offers so much to their employees. The work conditions should be balanced and it shouldn’t become monotonous to work all day.
Give them something extra like work from home options at times, weekly offs, open environment office. Many companies conduct friendly sports matches to keep the employees entertained. A sense of rejuvenation and freedom is very crucial else it would become a traditional workplace of 9-5. In short, get away from the conventional working standards.
Recruitment strategy #4: Add perks
Big shots like Google and Facebook are dream companies for every job seeker. Why? Their work environment makes them an all-time favorite. A buffet meal to offer, both side cab facilities, health insurance policies, bonuses and allowances, family holidays and much more to attract talents. A well-maintained and beautiful office area is also one way to add positivity and constant energy flow.
Recruitment strategy #5: Organize competitions
As per reports, digital media has become the main source for finding jobs today. Organize online talent hunt programs for students and professionals to participate and display their skills.
For example, L’Oreal holds a marketing completion ‘Brandstrom’ for students where they can act as managers in the making throughout the competition. Such competitions enable seekers to know the company and recognize the brand. They are let to live a professional life realizing responsibilities before even becoming professionals. This way you give them a taste of your company’s style and format of working.
Recruitment strategy #6: Social media recruiting
The Human Resource team should be active enough on social media to attract the best talent. They should search for potential candidates and encourage them to apply to their company. Build a reputation and a strong connection through social media recruiting. Learn how to effectively promote your employer brand on social media.
There are many experts who can provide you assignment help in Australia to learn the art of using social media as a mainstream device to advertise yourself as an enchanting recruiter. These specialists exactly know how to publicize brands on different social media platforms and use them for posting jobs that stand out. With their guidance, you can also be members of employment groups and pages.
Recruitment strategy #7: Employee referral program
Ask them to refer their qualified friends and family and earn rewards. Motivate them by offering appealing employee referral rewards. An Amazon gift card for one referral or an exotic holiday package for 5 referrals. A great deal, no?