Recruitment is not an easy task as it takes a combination of both creativity & diligence. Here, you can find 7 top recruitment strategies that can help you hire the best talents.
The year 2019 was a busy year for the HR recruiters as companies had a lot of hiring and the employment rate was high. The employment rate was supposed to be same this year until the world got struck with the COVID-19 virus. However, this will change for sure in few months and the recruiters will be once again busy hiring the top talents for their organizations. Adopting the right recruitment strategies, the HRs can have the competitive advantage of getting the best candidates for their organization.
Recruitment is not an easy task as it takes a combination of both creativity and diligence to connect with the right candidates and get them on-board to drive success for the organization. A recruiter’s job is not just to post a job and pray to get the best talent. In the age of automation and AI, they need to come out with the best talent acquisition strategies to get quality candidates. In this article, you can find 7 top recruitment strategies that can help you in hiring the best talent.
1. Building a better Employer Brand
With the rise of technology and web-based applications, getting to know about an organization is just a click away. The first thing that any job seeker will do is to know about the reviews of the company and check salary as well as the benefits given. Just by googling, one can find the reviews of the company given by the current or previous employees. Similarly, salary structures and benefits can be found easily through web application like PayScale and glassdoor.
Organizations need to treat their candidates like customers and should take the initiative to invest in advertising their brand so as to build positive connection with prospective applicants. According to a LinkedIn survey, it has been seen that 72 percent of top companies globally believe in building an employer brand to create positive impact on hiring. Glassdoor claims that on an average, company spend somewhere around $129,000 for employer branding. These stats are enough to emphasize on the fact the employer branding is a key strategy to get right before commencing a recruitment drive.
2. Using Technology for recruiting process
The rise of data analytics usage in every field of business has an influence on the recruitment process as well. Starting this decade, there has been a rise of the use of data analytics by the recruiters for their hiring processes. Various benefits associated with the use of data analytics are unlimited access to employee information database, understanding of candidate’s behavioral patterns, satisfaction levels in organization.
We live in a world that is data abundant, and getting access to the right information from this data dump can be challenging at times. However, using intelligent analysis of relevant metrices through the usage of technologies like the Application Tracking Systems (ATS), it is possible to have wealth of right data. Some of the metrices that are important in the recruitment strategy includes time and cost per hire, source of hiring, job post to application ratio, email response rates, retention rates, time in between application and offer given as well as quality of the hire based on employee performance. Having a rational interpretation of these metrices is essential for an effective recruitment strategy.
3. Targeting Passive candidates
Finding the top talent in the market is more like playing the game of dice. The best fitting candidate for most of the roles is usually gone from the market in less than 10 days. However, the recruiters need not be discouraged because of that. According to a research in LinkedIn, 85 % of the workforce across the globe would happily move on from their current positions, if they are given a better opportunity. This means that the recruiters need to be active in engaging with the passive candidates. Passive candidates are those who might not be currently looking for a change of job, but possess all the necessary skills and experience that a recruiter is looking for. A proactive recruiter should be able to connect with them because even if those employees are not motivated to apply presently, they can be part of the company’s workforce in the future.
4. Post Jobs that stand out
Let’s accept the fact that being a recruiter can be challenging at times. Most of the times, the job ads are written by the recruiters or the HR staff who might not be well versed with the technical specification required by the job. If done properly, it can fulfill the company’s search for talent, otherwise it can make the organization look dumb. Candidates who are skilled look for challenging roles and the best way to recruit such talents is to promote the organization’s goal and then the position requirements in the job posts.
There are stories on social networking sites where the candidates shame an organization for posting jobs with experience required much higher than the age of technology itself. These kinds of stories make the hiring company look uninformed, incompetent careless about their hiring requirements. For the year 2020 and even times ahead, the recruiter needs to make sure that the job postings are proofread, double checked for accuracy with the department manager, so as to avoid ignorance from prospective candidates from applying for the job.
5. Rehiring previous employees
Hiring ex-employees though might sound odd, can be a terrific strategy especially if the employee left the organization on good terms. It can save a lot of time as well as resources for a company as those employees would already be very well aware of the values, culture, process and functioning of the organization. These employees take the minimum amount of time to set themselves in the position and deliver their maximum potential.
Other benefit of rehiring previous employees is that they would be carrying industry experience from the company’s competitor or similar firms and can bring back upgraded skills, experience, learning as well as strategies to increase the business that might be lacking in the recruiter’s organization.
6. Leveraging social media when recruiting
According to study conducted by Pew Research in 2019, a vast majority of adults in the US spend a good amount of time daily on the social networking sites like Facebook, Instagram, Pinterest, LinkedIn, Snapchat, twitter etc. Through the use of such platforms, the recruiters can get a plenty of referrals, save a lot of budget (which otherwise would have been spent on the job portals), and showcase their company culture. Regular blogging and engaging people using such platforms can uplift the employer branding as well as lead to attracting right talent for the company.
7. Doing sustainable initiatives
A lot of surveys have consistently shown that employees want to work for organizations that have sustainable goals. The job seekers have reportedly shown greater attraction to organizations that are eco-friendly. The reputation and status of an organization are often lifted as a result of sustainable actions and the job seekers feel proud to be part of such an organization. Companies can take initiatives to adopt eco-friendly measures exceeding industry norms as well as try seeking recognitions and awards from third parties with link to sustainability. These measures will psychologically suggest to potential job seekers that the company cares about the society, planet as well as employees.
While the high employment rate is good for any country’s economy, it brings in additional challenges for the recruitment firms. Every type of business is evolving and same is the case with HR and recruitment. The above-mentioned recruitment strategies will work well in the year 2020, and immediate years ahead. However, with an unprecedented growth in IT, increased remote working options, high focus on skills vs. resume, the future of the recruitment process can be very different from the current scenario.
Its best to keep ourselves updated with the latest recruitment trends and use those strategies to attract the top talents to the organization.