Does your recruitment strategy boil down to simply posting a job, biting your nails, waiting for the right candidate to apply?
Well, if that's the case, let me tell you one thing, post and pray are not going to take you anywhere.
Besides, with the current job market being highly competitive and multiple vacancies rolling out every day, today's hiring has become all about the candidate. However, the question is: how many jobs do actually manage to attract potential candidates?
Well, the truth is recruiters often struggle to find and hire the perfect candidate. Therefore, to pick up the creamy layers, the recruiters must adopt a proper recruitment strategy and make amendments to their recruitment policies, if required.
So, read on to explore the 11 best recruitment strategies that can help improve your HR skills.
11 Best recruitment strategies
The hiring process is an indispensable part of managing any business. Whether you are an HR professional, a small business owner, or the CEO of a big organization, you might have been part of recruitment at some point in your career.
A recruitment strategy is a well-defined plan that defines your role for recruiting, when, how, and why. It typically depends on your overall company objectives and must be possible to implement and easy to communicate.
That is why you should develop a recruitment plan and make sure you access the good talent when you need it. A strategic plan is essential to hire or fill your job vacancy and improve your flawed recruitment process.
Find out what recruitment strategies you can follow.
Improve your employer brand
Having an influential employer brand is one of the best ways to attract exceptional applicants.
So, make sure your brand message is engaging to your target audience, especially over social media. Why? Well, a renowned brand is a great selling point to skilled job hunters.
Therefore, be open and honest about the organization’s working culture to ensure you attract the perfect candidates that will match your business. Although, this recruitment strategy requires significant investments in both time and money to pull it off right.
Analyze recruitment and skill gap
Use your business objectives to identify developing business areas, then decide on the skills you require to succeed.
You have to analyze the hiring needs and skill gap. Analyze the estimate of which department and role need strengthening and why. Is any team member leaving the job or a new project being kicked off? You have to learn which skill is missing in your team.
Remember, your recruitment strategy must include ways to attract and bring new skills into the organization. Besides, consider bringing in candidates with diverse experiences.
Introduce employee referral program
Some of the most skilled candidates often linger within your employee’s networks; however, you’ll need their help to approach them. So, to encourage your team to reach out to their networks, introduce an employee referral program that awards payouts to anyone who refers a candidate that gets hired.
This will save you a lot of effort, time, and money recruiting candidates outside your network.
Create a hiring plan and recruitment calendar
This will help you to analyze how many team members in every department will be needed. You can build a full recruitment calendar for the year. This should include the position you will need to hire per quarter, the total headcount for each department, and the hiring timeline when each round of hiring begins.
Find the right recruitment tools
After the recruitment calendar and a hiring plan, you will need a tool to execute a plan. If you’re not currently using recruitment tools to simplify your recruiting process, consider the investment to help you save time and money.
Whether it is a video interview platform or a complete applicant tracking system, these tools streamline and automate specific tasks so your team can focus on what truly matters.
Online job posting on social media
Everything is digital today so that you can get better results online. For this, you have to post your job opening on social media. Based on some standard recruitment costs and job postings on social media, you can estimate how much your recruitment costs for a year.
Besides, make sure your job ads are proofread and accurate to avoid obstructing potential candidates from applying and your organization becoming the laughing stock on social media.
Create an easy application process
Job hunting is complex in itself. So, taking away some of the work and making the application process easier for candidates can surely earn you plenty of brownie points.
Go through your application process. Are you asking candidates for information that’s required, or are you making them jump through hoops with a long, tedious application?
Recruiters must understand that today’s job market is all about the candidate’s experience. Therefore, make your application process easy, and cut out any part of it that’s unnecessary.
Improve your interview process
The candidates that successfully make it to the interview stage require extra effort. So, you have to sell them the job role as much as they need a new workplace. Sadly, this is where recruiters often fail.
Rather than following the same path as everyone else, make sure that the candidates get meaningful information about the role, so they leave your interview satisfied. This way, even if they don’t get the job, they’ll be an advocate for you and spread the good word.
You have to clearly define how the overall hiring process will work, how many interview rounds will be there, and who will task the interview and select the candidate.
Use niche job boards
When it comes to recruitment, you must look in the right places to find the perfect candidate.
This is where niche job boards can help. Niche job boards are boards specializing in a particular field, for instance, remote job boards, job boards for developers, job boards for writers, etc.
Perhaps you may find less traffic here than the big websites; however, they let you look for precisely the kind of candidate you are looking for. All in all, you’ll find fewer candidates, but they will definitely be quality candidates.
Optimize your job search on Google
Google's Job Search is an exceptional tool to get your job posting in front of candidates before they click through to a website or job board. So, when a candidate searches for a particular job title, Google aggregates jobs in their area that match their query. And the best part is getting your jobs on Google is pretty easy.
Analyze and improve your recruitment plan
The best recruitment strategy doesn't stop with the offer letter as you wrap your plan and define what will happen after the job acceptance. Analyze and enhance key metrics, and you will definitely achieve the best result.
You should leverage feedback and analyze it to your recruitment plan and adapt accordingly. Send any feedback survey to see which part of the hiring process is better.
Once you know the pain points in your recruitment process, you can look for ways to improve your efforts moving forward. For instance, if you're having a tough time getting candidates to apply, you can experiment with new job board platforms or perhaps host a hiring event. Similarly, if it's taking months to fill an open position, you can tap into multiple networks or perhaps offer a higher employee referral bonus.
Note that it might take time to improve your recruitment strategy, but your plan will indeed work if you adapt it. The market is packed with talent, and a wrong move can let you lose a suitable candidate. While building a strong and organized recruitment strategy can help you stand out from the competition.
Remember, the niche of hiring the best talents is making a unique move and ensuring your candidates of long-term career growth.
Editor: Richa Sharma