Recruitment is one of the critical aspects of any HR department. It helps you find the right people to grow your business with. However, finding the right people requires creating a robust recruiting strategy.
According to a report in Entrepreneur, 46% of workers plan to get a new job in 2023. This means there is more talent in the market than ever. This is also the time to step up your recruiting process, so your job openings will stand out from the competition.
Whether you already have a recruitment strategy in place or crafting one just yet, this blog will help you understand how to hire more employees for your business. So, let’s discuss some of the latest recruitment strategies.
10 Recruitment Strategies to Hire the Best Candidates
We use the following strategies at our company, which have proven effective. So we believe you’ll also benefit from our recruitment and selection strategy.
Build a Strong Employer Brand
Your recruitment strategy relies heavily on your employer brand. Think about it. Why do more talented candidates apply to Google than your neighborhood company? Because Google has built a strong employer brand.
Although employer brand reflects your business’s goals, mission, and vision, a major contributor is how your current employees feel about your culture and values.
Here are eight tips to help you build and enhance employer branding.
- Audit your existing employer brand to understand where you currently stand. Analyzing reviews on independent websites like Google and Glassdoor can help.
- Craft policies that align with your business’s core values.
- Encourage employees to share feedback on current processes and actively work on them.
- Invest in the overall growth of employees to make them happier and more engaging in the workplace.
- Ensure you offer a positive recruitment experience even to those you don’t select.
- Create onboarding Checklist and educate new employees on the company’s mission.
- Highlight any social work that the company does on the website and social channels.
- Personalize your offerings for each generation (baby boomers, Gen X, millennials, and Gen Z), including benefits and compensation.
Invest in an Applicant Tracking System
Save time and enhance the employee recruitment experience by investing in a best applicant tracking system or recruiting software. It helps you filter and sort through thousands of resumes to identify the best fit for open roles. It also allows you to keep track of past applicants and even send emails to potential candidates.
Other benefits of an applicant tracking system are:
- Saves time filtering out irrelevant applicants
- Makes job posting easier
- Reduces cost per hire
- Improves quality of hire
- Streamlines internal communication (between HRs and technical experts of the role)
- Speeds up the overall recruitment process
- Helps schedule interviews
- Ensures GDPR and EEO compliance
However, choosing the best applicant tracking system is critical to the success of your recruitment strategy, or you’ll waste more time and resources.
Calculate the Cost/Benefit Per Hire Before you Recruit
Hiring takes time. Before you start job postings, consider one of the best practices for recruiting employees: calculating the costs and benefits per selected candidate. Various costs involved while hiring –
- Recruitment time cost
- Cost of administrative officers and managers involved in hiring
- Administrative expenses linked to the process of hiring and training
One of the mistakes many businesses make is ignoring the potential costs vs benefits of hiring employees. They must analyze how people will grow the company and increase their revenue.
Of course, employees might need training first when they join. But if they don’t contribute to the company’s goals right from joining, you should rethink your hiring decision.
Social media platforms, especially LinkedIn, are one of the perfect channels to find potential employees. You will also be able to find passive candidates who might not be actively looking for a job change but would jump on the right opportunity.
Therefore, hiring managers must include social media in their recruitment strategy to find job seekers. Here are some tips to help you get the most out of it.
- Create job postings using LinkedIn’s hire option.
- Ask your network to refer candidates.
- Reach out to people who have marked themselves “open to work.”
- Encourage current employees to share openings from their profiles. Also, consider creating an employee referral program to ensure they refer quality candidates.
- Use advanced search to find people who have posted that they’re looking for a job for your open positions.
- Advertise jobs, if necessary.
Explore Niche Job Boards
Niche job boards are search engines that help companies find suitable candidates for open positions. It allows recruiters to post job openings, and job seekers can apply via them. AllRetailJobs, eFinancialCareers, Behance, and Joblux are popular job boards that help you find employees from specific industries. However, many job boards require you to pay an initial amount for job postings.
Consider College Recruiting
Campus recruiting is a great way to find a fresh talent pool for your organization. However, you will need to train them so they can do their work more efficiently and generate a high ROI for your business. Identify a few top colleges in your region or nearby areas and start hiring for entry-level positions.
College recruiting helps fill open positions much faster, and you’re likely to find employees for less pay – a win-win for everyone. However, an effective employee recruitment strategy requires you to craft a plan before going to college to hire people.
Don’t Forget That Job Posts Reflect Your Company
Once you calculate the cost/benefit per hire, it’s time to create a job post. You’d want to come across as an organized and professional company while embracing your recruitment goals. Make sure it reflects your organizational culture to attract top candidates.
Additionally, ensure the job ads are in line with your branding. For instance, the color, typography, logo – everything should convey professionalism.
For instance, here is a recruitment strategy example with a bad job description.
These postings hurt your employer brand and reduce the chances of attracting potential job candidates.
On the contrary, here is a recruitment strategy example with a good job description.
Compelling job descriptions like this give potential candidates a brief understanding of your expectations. It also increases the chances of attracting applications only from quality candidates who meet the criteria.
Hire Freelancers Where You Don’t Need Full-Time Employees
More often, businesses hire full-time employees when the same can be done via a freelancer. However, you must consider various factors before hiring, including the following.
- Can the company afford to pay a new hire?
- Can a freelancer or independent contractor do the job efficiently?
- Are there data security or confidentiality risks involved?
Answering these questions can prove beneficial when drafting your recruitment strategy. Besides, even if you can afford a regular employee, consider working with freelancers to save hiring hassles and cumbersome paperwork.
Job boards like UpWork and Fiverr allow you to ramp up your recruitment efforts by helping you find experienced freelancers for your business quickly. You can check their ratings and reviews and pick the most suitable ones.
Conduct Online Assessments to Test Their Skills
Online assessments are a must for any recruitment strategy. They make it easier for the recruiting team to shortlist top talent based on their skills. You can choose from a wide range of online assessment software and use them to filter potential candidates.
You can also set up rule-based checking, so you don’t have to spend time manually checking each employee’s test results. Instead, the tool can automatically identify the best candidates so you can quickly follow up on them and improve your time to hire. It also helps form the baseline for the interview process.
Use Data to Optimize Your Hiring Strategy
A successful recruitment strategy involves using data to optimize your process. Data-driven employee recruitment reduces expenses, increases productivity, and helps forecast your hiring. It also enables you to successfully identify potential recruitment challenges, such as low application form conversion rates.
However, you need to choose the right data and metrics. Here are some of them.
- Source of hire
- Candidate experience scores
- Job offer acceptance rates
Depending on your business goals, you may want to focus on different types of data. Consider meeting the stakeholders to understand what matters the most.
[Bonus] – Give Importance to the Best Cultural Fit
To hire the best candidates, you must ensure they fit your company culture. Even if the employees are working from home, they still need to work in a team and collaborate with other departments to help align their skills with the goals.
The best strategy is to communicate your company culture and how you see the candidates fit in it. At the same time, you should also look at candidates’ soft skills to ensure they gel with your team.
The best recruitment strategy starts with defining your needs. However, talent acquisition also requires you to have a good employer brand, explore niche job boards, and conduct online assessments to find a pool of diverse candidates. Additionally, don’t forget to invest in a good applicant tracking system for your business. Happy Recruiting!
Frequently Asked Questions
You can attract the best candidates in 2023 using these recruitment strategies:
- Create your employer brand
- Leverage social media
- Create postings on job boards
- Devise employee referral programs
- Create an effective employee value proposition (EVP)
- Participate in industry-related meetups
Examples of recruitment strategies include the following:
- Creating compelling job descriptions
- Using sponsored ads to stand out
- Showcasing what it is like to work for your company
- Creating a careers page on your company website
- Utilizing niche job boards
- Targeting passive job seekers
- Improving the overall recruitment process with data and metrics
Rohit is a seasoned writer with expertise in digital marketing, customer experience, and the SaaS niche. His specialization lies in writing easy-to-understand, jargon-free content that sticks readers to the screen. When he is not writing, he is either reading blogs by industry experts, playing with his dog, or binge-watching the latest web series.