Organizations of all sizes including enterprises will need recruiting strategies in order to hire top talents.
For a long-term continuous success of the business, different recruitment tasks will need to be completed.
The responsibilities for those open job positions should be carried out by skilled and qualified professionals. Their background and experience need to be a good fit with your company culture and job description requirements.
Finding those people to hire isn’t entirely difficult. At least, not when you’re working with customized recruiting software and implementing effective recruiting strategies.
In this article, we’ve listed 8 recruiting techniques that you can use to hire skilled employees and build a top talent pool.
What Are Recruiting Strategies?
A recruiting strategy defines the steps to find and hire candidates for your open positions.
It can go all the way from identifying the type of applicants to recruit to selecting and onboarding them into your workforce environment.
This can be outlined by seeing what human resources are required. That’s including how you will acquire and manage your employees, which is arguably the biggest asset every business has.
To ensure your organization continues to grow, you’ll need qualified candidates who can fulfill the job position to a good standard.
What Are The Different Strategies Applied For Effective Recruitment and Selection?
There are several recruiting strategies applicable for all staffing agencies and recruiters to implement. After selecting your candidates and narrowing down the list, you should be retaining them and providing a satisfactory experience in order for your recruitment process to be the most effective.
Use this list of recruiting methods to find the experts who can add value to your organization.
Each of these can also be managed easily. It’s one of the main benefits of recruiting software as you can automate much of your systems and processes through the tools and integrations provided.
1. Post to Specific Job Boards Online
To pinpoint the type of employee you need, you’ll need a specific job board that targets this group of job seekers. In order to do that, you’ll need a well-written job description that covers all the bases you’re looking for in a candidate.
As you go on to creating niched-down and tailored job descriptions, you’ll pull in a talent pool of skillful professionals in your industry.
Often, these candidates are tailored and will have expertise in your market.
Without advertising to job boards and posting available positions online, it may take longer to find the person you’re looking for.
2. Use Your Warm Network
There’s a good chance you can find someone by using your warm network. This means reaching out to people you know such as:
- Colleagues
- Previous applicants
- Previous employees
Growing your network is valuable. If someone you know knows of a potential employee, an introduction can be made and you can go straight into assessing them. The bonus side of leveraging your warm network is that the recruiting process tends to be faster as you can skip through the first step.
On the other hand, it’s another reason to keep in contact with everyone you come across during your recruiting and job searching experiences. For example, one applicant might have applied to a job posting in your company.
But, they weren’t successfully hired because their skills weren’t the best match for the job.
Even so, in this scenario, you should still keep in touch with that applicant. While you didn’t hire them for that job, they might be more suited for another position. When communication has been good, you’ve provided a good experience and you’ve kept in contact, it’s an opportunity for a potential recruit.
As HR professionals, growing your network and having mutual connections is the key.
3. Use a Referral System
Hiring employees through referrals tends to have the best employee retention rates as well as low turnovers. A report by CareerBuilder showed that 82% of employers rated employee referrals as the best recruiting channel ROI.
Referrals help you make the most out of your marketing efforts.
If an employee has had a good experience and they recommend someone they know, there’s a good chance they’ll consider making an application.
4. Social Media Recruiting
Marketing on social media platforms such as LinkedIn and Facebook should be part of your recruiting strategy. In general, every business needs to have a good online presence because that’s where people can easily be found.
When you integrate social media recruiting, you may also attract passive job seekers who aren’t actively looking for a job. But, they’re still open to starting new career opportunities.
Another recruiting key benefit is that you can find candidates worldwide and in your local area.
5. Optimize Your Onboarding Process
Scheduling interviews with candidates is a common recruiting task. However, asking the right questions and providing a good experience is important. It also ensures that your candidates and employees know what to expect.
If they’re not satisfied for whatever reason and the onboarding process isn’t satisfactory, they may not stay in the team for a long-term period.
In the corporate world, people want a career that’s suited for them where they feel they belong. It’s your job to bring those values to them and to ensure that they align with your brand vision and environment.
6. Work On Your Employer Branding
Employer branding is one way to attract both passive job seekers and active candidates who are looking to apply to new job positions. It also positions you as a credible company and gives the perception that you provide an excellent service. With this, you can passively find and attract skilled candidates in your industry.
7. Hold Virtual Events and Meet-Ups
Virtual events or meet-ups work well in growing your network. It’s also good for making new connections and for getting to know potential employees who may be interested in working for you.
8. Use Data and Previous Metrics
You should be looking to hire a diverse range of employees who match your company values for a better work culture environment.
Access your recruiting software to look at your past performance and any previous candidate data you have in the past. These details are usually saved in an online secure internal database. If it’s a cloud-based solution, it can be accessed remotely, which is highly beneficial for any recruiter and hiring manager in agencies and staffing firms.
As applicant tracking system features are integrated into recruiting software, you can use analytics and reporting to forecast what your ideal candidates look like.
From there, you can see where to improve. Essentially, you’re reverse engineering from past results to build a winning formula.
How Do You Develop a Recruitment Process?
Developing a recruitment process starts from identifying your HR goals and needs. However, there are three main stages:
- Attracting the applicant to your job vacancy
- Screening and assessing the narrowed down list
- Onboard and retain those candidates
One of the important things to understand is who your ideal candidate is. Having a profile that covers those criteria as well as how you’ll find and attract them is a good first step.
What Is The Next Step After Selection?
After selecting the candidate that you’d like to onboard, the next step is assessing them. In order to assess them, ask meaningful questions to test their ability and schedule an interview to get to know more about them.
This also helps you build and develop a professional relationship. If it goes well, they’ll be engaged with your company and it helps with the onboarding system.
Conclusion
With the execution of the recruiting strategies listed, you’ll be on your way to hiring the best employees. Reaching the next step and level of your business is easier when you have a strong team of top talent.
From there, everything will fall into place. The first step is getting those qualified applicants into the front door during the job search.
Do you have any questions? Get in touch with us at sales@staffingsoft.com.