How to find the perfect hire using recruitment techniques and tactics
For better hiring results, consider the following recruitment techniques. Although you may already be using a number of the methods below without formal recruitment techniques, you should formalize this process to drive consistency.
Talent acquisition strategies are techniques for attracting, assessing, and hiring the candidates you need. The different stages of your recruitment funnel can be improved using different strategies. An organization’s recruitment techniques must align with its overall objectives.
Employers should write compelling job descriptions
A thousand boring job ads are published for every great one. Be sure yours stands out by being short and specific. To improve discoverability, consider SEO and mix up the format by including videos as well as text.
The job ad should start with its most compelling feature. The position might be new. The perks may stand out, or they may come with great career prospects.
Take advantage of this opportunity to promote your organization’s culture and values, and avoid using language that is non-inclusive or gendered.
Invest in Applicant Tracking Systems (ATS)
Any serious recruitment strategy plan should utilize an applicant tracking system (ATS), and this trend will continue in the future.
As a result of an ATS, recruiters have access to a wealth of easily accessible candidate information at every stage of the recruiting process.
An ATS should guide your wider recruitment techniques and talent management programs. As recruiters funnel candidate data through an ATS, they are able not only to quickly move candidates through the funnel but can also utilize insights from past recruitment campaigns to guide future recruitment efforts.
You should spend time with the candidates where they “live” online
When you are searching for your next IT specialist, you are going to technology blogs and question-and-answer sites, such as Stack Exchange, in an effort to essentially “live and hunt.” You want to be in the same environment as the candidate you are seeking.
To get your company’s vision and personality out there, you might also participate in interactive interviews and forums, such as Ask Me Anything on Reddit. They describe how you should try to get in touch with your potential candidates, but these are just a couple of examples.
Message boards and industry blogs are also useful resources for smaller businesses. Your ideal candidates can help you learn what matters to them in a less-formal setting by talking about it.
If it’s comfortable for you, you can engage in conversations, tell them who you are, and learn what they look for in a career. Making connections with people and engaging them in an informal dialogue allows you to attract people and engage them.
Spending time in these virtual spaces allows you to live and breathe in the world of your potential job candidates. This will help you communicate with them more effectively.
Postings optimized for mobile devices
Many people browse the web using their smartphones, especially millennials. As a result, you can expect them to view your job ad on their phones.
Because of this, it’s important to have mobile-friendly job postings. This means choosing fewer words, writing shorter paragraphs, and making your messages clear.
Postings that are too long aren’t going to be read by candidates. Don’t tell the story of your company’s history.
Job seekers often skip the introductory text in favor of the job description. The scan time should be as short as possible. Your website will lead them to more information about your company if the position sounds interesting.
Program for employee referrals
A referral program is regarded as one of the most effective methods of recruiting. Of course, your employees will not recommend an unqualified candidate. You must encourage them to recommend other candidates. Their job doesn’t require it. Positive word-of-mouth about your brand or organization can help you attract top talent. Recruiting qualified candidates with this method is one of the most cost-effective and reliable methods.
Reengage qualified former candidates
Looking back in time is another great hiring strategy. Your best candidates may already be in your applicant tracking system, or they may be ex-employees. Your ATS database is a great resource if you are running out of options to find top talent. A treasure trove of prescreened prospects who have previously expressed interest in your company and applied for a job exists.
Locate people who fit the bill in your applicant tracking system and follow up with them to determine if they are still interested. Alternately, you can reach out to former employees to see if they are interested in returning.
Interview awesome candidates
Keeping in mind that interviewing may be a one-way street is important. They’re also interviewing you while you interview them. It doesn’t matter if you’re meeting remotely or face-to-face – make sure it’s comfortable and low-stress.
Interview them for the position they’re applying for. What are their responsibilities? Have them interview in groups. Take time to reflect on the culture of the company. By doing this, you can ensure that you find someone both talented and honest who fits your culture.
Your background check strategy should be streamlined
It is expensive and time-consuming to screen all applicants, so why do it? In many companies, screening candidates only after a final selection has make streamline the selection process.
The emphasis is on hard and soft skills and what’s truly important to employers. Making the final decision faster is another benefit of reversing the order.
In an unrelated vein, some positions do not require specific screening tests. The driving record of a candidate won’t tell you whether they’re a good software engineer.
Consider tailoring your background check process to each individual position’s needs to make background checks more efficient.
Ensure that internal hires are a priority
Employees won’t stay in an organization that doesn’t allow them to grow. Career growth is more than just vertical advancement – continuous learning, special projects, training programs, and other stretch assignments can be equally beneficial – hiring existing talent rather than hiring external applicants fills both the organization’s needs and employees’ desires to advance in their careers.
This strategy also demonstrates to other employees that they can progress in their careers. By maintaining organizational knowledge and talent, you’ll also reduce costs associated with training and onboarding.