Guest Contributor

Six Recruiting Strategies for Hiring Great Employees

By | Christin Cluley

Finding the best talent possible is more important to recruiters now than ever before. It’s also much harder. A highly competitive job market means that employers have to attract and court job candidates who can help build enterprise success. No one recruitment strategy fits every need, but there are some tried-and-true options that can help you find great employees. Here are six of our favorite strategies for increasing recruitment success.

Define Your Employer Brand

You know that branding can have a significant impact on customer loyalty and sales, but are you leveraging branding strategies during the hiring process too? Failing to communicate your employer brand can be disastrous for recruitment. The most talented job candidates on the market don’t want to work for just any company. They want to work for a company with brand values and a mission that they believe in. Promoting and growing your culture with recruitment efforts is key to hiring and retention success.

Some strategies that can help you improve your company’s employer brand include

  1. Complete an honest audit of your employer brand identity and identify areas where you must improve.
  2. Think about your company’s culture and the type of brand identity that you want to communicate.
  3. Ask your employees to be advocates for your employer brand by posting job reviews on websites such as Glass Door and Seek.
  4. Encourage your employees to refer qualified individuals who would be a good fit for your corporate culture for open job positions.
  5. Work closely with your marketing department to bring employer and consumer branding efforts together. Ask for your marketing department’s help in creating assets to communicate your employer brand.

Introduce an Employee Referral Program

An employee referral program is designed to tap into the professional networks of your most talented employees. Though the structure of referral programs varies from employer to employer, their purpose is always the same. They’re built to get high-quality job candidates into your funnel as quickly as possible. A referral program rewards employees for referring job candidates who win positions at your company.

The real value behind an employee referral program is that it helps you find candidates that are a great fit for your company’s culture. Instead of guessing about how the individual’s personality might mesh with the rest of your team, you can talk to the referring employee and get first-hand impressions. A referral program can also help increase employee satisfaction with your company’s culture and perks.

Take Advantage of Data-Driven Hiring

You collect a wealth of candidate and employee data every year in your position as a human resources leader. How would you rate yourself on leveraging this data to make smarter hires? Most recruiters say that they don’t use the data available to them as well as they could. If that sounds like you, consider utilizing HR software that can help you make smart hiring decisions based on hard data.

Using HR software for data-driven hiring has many advantages. Seven of the biggest include

  • removing bias in the recruitment process,
  • taking the guesswork out of first impressions,
  • improving the quality of hires,
  • reducing time to hire,
  • reducing cost per hire,
  • improving overall candidate experience and
  • increasing the accuracy of HR forecasting.

Post on Niche Job Boards

The channels available to recruiters for promoting job openings have certainly increased over time. No matter how much the numbers have picked up, though, job boards still remain an essential tool for HR leaders. Social media posts and employee referrals alone simply aren’t enough for most medium and large companies. Using job boards is an important way to reach candidates in your local area who are actively looking for positions.

When it comes to job boards, you might favor big sites such as Monster and Career Builder. However, you’re missing out if you’re not using niche boards as well. Niche job boards are usually industry or geography-specific. They’re a great choice if you’re hiring for a position that requires specialized knowledge. For example, you’re more likely to find a qualified civil engineer in your area by posting on a job board for engineering professionals than on a general job board.

Write an Accurate Job Post

Writing a compelling job post can help you attract qualified candidates who are a good fit for your corporate culture. While writing a compelling post is important, don’t forget that every job post should also be accurate. An accurate job post is one that clearly and truthfully lists the position name, job duties, experience required and skill expectations. Failing to describe a job clearly can lead to high turnover and frustration for both employees and managers.

Ask your HR team and department managers to review job postings for accuracy. When candidates come in for interviews, ask them if they had any questions or concerns about the job post. Be clear that you are asking only because you want to improve your hiring process. Make notes in your recruitment software about what aspects of your job posting need to be updated the next time you hire for that position.

Invest in an Applicant Tracking System

An applicant tracking system (ATS) makes it easy to streamline and organize every step of the hiring process. If your organization isn’t using one already, now is the time to start. An ATS is a one-stop location where you can access job posting details, candidate applications and resumes, assessment results, interview notes, hiring notes and more. Just like its name suggests, an ATS lets you track every aspect of the recruitment process. It makes staying organized and keeping in touch with candidates simple.

Beyond that, a tracking system can also help you garner data for future hiring efforts. An ATS provides the perfect complement for your existing HR software when it comes to organizing and analyzing recruitment data. Of course, using an ATS is also a simple way to ensure that you’re meeting legal requirements for data security and records retention.

Remember that you can start small by implementing just one of these strategies at a time. Prioritize understanding available data first so that you can make decisions based on more than just gut feelings.

Christin Cluley, Client Solutions Architect, Chetu Inc.

 Christin Cluley aids Chetu in assisting organizations to optimize their workforce systems. Founded in 2000, Chetu is a global provider of customized HCM Software solutions and IT staff augmentation services.

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