Recruitment is one of the key factors in a company’s growth. Most recruiters will tell you that the biggest challenges they face are finding the right people, taking them through the entire recruitment funnel until they ultimately hiring them. To top that all of, competition between businesses has never been bigger. To put it simply, this allows the candidates to go with the company that they think is the best fit for them. In today’s article, we’ll go over the 7 most important recruitment strategies to attract the best employees possible.
Depending on how big of an area your company is located in, having a good employer brand and reputation could make or break your entire recruitment process. This might be the hardest part of hiring a new person because your brand and reputation are things which you can only affect so much.
Sure, you can have awesome social media, and your company website might look amazing. But, if people had a negative experience working for your company or even just having an interview with you, hiring new employees may become very difficult. Have a good think about what your company values are, and what it stands for. A professional attitude and a bit of social responsibility can take you a long way.
As we mentioned previously, maintaining an active social media presence is vital for today’s business. A big mistake that some companies make is that they only use one social media platform (usually the one they’re most comfortable with) and neglect all the other ones. Use them to your advantage, because the right talent might be right under your nose.
Twitter is a great place to post your job posts and interact with other companies, Facebook has an entire section for posting jobs, and LinkedIn is the best out of the three for sourcing candidates. Utilise your social media within your recruitment process and you’ll immediately notice the difference!
Data. This word gets used a lot, and most people don’t know much what it stands for. But, it can be a powerful tool to streamline your recruitment process. Think of things like what part of the hiring process takes the longest to complete, how many people applied through the jobs section of your site vs social media, what industries get the most applicants etc. Using these statistics, you’ll be able to optimise your recruitment process, thus reaping the benefits of data.
If you’re struggling to find the right candidates and want to diversify your sourcing, universities can be a great place to start. You provide upcoming talent with internship opportunities and a potential job in the future, while they provide you with an ambitious, get-go workforce - it’s a win-win situation for everyone. Try leaving flyers at campuses, attend career days or job fairs organised by universities and you’re bound to find some very talented young people.
Don’t limit yourself. By this, I mean a lot of recruiters make the mistake of focusing primarily on people who are unemployed at the moment. Statistics show that 85% of the global workforce would change jobs if given a better working opportunity. Keep this in mind next time you have a new job position open, you might just find your new hire in the group of passive candidates.
Depending on how long you've been working in recruitment, chances are you've had hundreds of interviews with candidates. Some of them worked out and got hired, some of them weren't quite right for the job positions, and some of them just weren't looking for a change of scenery at that point. This is very normal and quite common in the recruitment industry. However, these candidat4es should never be forgotten in your database. Dipping into your existing pool of talent can save you a lot of time and money when hiring. Utilise your database and you might notice you already have someone that fits the job description.
You’re at the last step of the recruitment process. You’ve found an interesting candidate, looked at their CV, and the client is also very happy with what they see. Now comes the interviewing part. An interview is a two-way street, meaning that as much as they’re trying to sell themselves to you, you’re trying to sell the company/job position to them.
Asking questions like “Where do you see yourself in 10
years?” or “What’s your biggest weakness?” is not only cliche (and useless) but
will also leave a negative impression on the candidate. Make sure the person is
comfortable, try and make the interview a little less formal and reflect your
company values during the conversation. This will ensure that you’ll hire the
right person for the job, and the candidate will have a positive experience no
matter whether he gets the job or not.