Even if sometimes overlooked, recruiting qualified talent involves diligence, innovation, and creativity. You can’t just show up for the interview to connect with top candidates and then put it there. Finding the right capabilities in someone requires collaboration, communication, complex recruitment skills, and, last but not least, the right expectations. Do you know what you’re looking for? Do you understand your company’s needs? If these questions are answered, then half of the job is done.
Seriousness is also a must in the process. According to a 2021 Indeed survey, nearly half of job seekers interrupted communication with the HR managers, while 46% of candidates didn’t even show up for their scheduled interviews. However, poor communication from the recruitment team might also be a cause for these candidates’ behavior. That being said, you must pay close attention to the applicants’ profiles before inviting them to an interview and try to engage in fruitful conversations with them as much as possible. It’s your duty as an employer to ensure an exemplary and positive job applicant experience from hiring to onboarding.
You may find strategies of the likes the below-mentioned helpful in the recruitment process, so read on:
Use social media to lure talent
Social media recruiting has been around for a long time, but this doesn’t mean it’s old-fashioned. It remains one of the most fruitful methods to attract great employees. So, ensure you don’t only brand your home site but also reach audiences by constantly sharing content on social media. Your main goal is to create a powerful presence on various social media platforms, taking into account your enterprise’s value. Don’t hesitate to share photos of your most recent successes, i.e., marketing campaigns and meaningful partnerships. When you post job openings, many people will find it a privilege to join your company and be part of such an integral and professional team.
Invest in recruitment tools
Let technology be your friend, not just as regards business operations but also the recruitment process. The many advancements nowadays can help you save valuable resources and time during this sometimes-daunting process. If, until quite recently, recruiting was executed manually, now it’s significantly eased with technologies like predictive analytics, artificial intelligence, and machine learning. Tools such as recruitment software can not only accelerate time to fill and minimize cost per hire, but it’s also likely to enhance productivity and reduce human errors that are sometimes unavoidable. Social recruiting does fall into this category, but there are many more methods to leverage technology so that you attract top talent:
- Candidate pre-screening
- Job advertising
- AI chatbots
- Interview scheduling
- Applicant tracking
Applicant tracking system
An applicant tracking system (ATS) can transform your recruitment process from stressful into more-than-approachable. Such tools are highly appreciated among both large and small companies, as they do everything from organizing, filtering, and sorting candidates to automating the job posting process. This also implies one-click job postings to various sites and interviewing scheduling, so the chance to forget about something crucial during the process is minimal to none. With this approach, finding top talent is simpler than ever; that’s why increasingly companies globally already use applicant tracking systems.
Recruitment agencies need such tools to deal with the high volume of work, but sometimes not even these are enough. Tracking software like Timesheet Portal is also perfect for recruitment agencies, as it helps HR experts to take care of everything from document signing to client invoicing and expenses.
Use AI chatbots
AI chatbots are the ultimate tools that help recruiters and candidates alike. Companies like yours can anytime incorporate such innovation into their corporate sites to ensure better and faster communication with the applicants. They’re the answer to any uncertainty that might appear before and during recruiting, as they use AI to clear almost everything out for confused – or just curious – job seekers. Enterprises or recruitment agencies benefit significantly from these chatbots, as they save plenty of time to preoccupy with other crucial aspects of the recruitment process, including evaluating the candidates’ profiles thoroughly.
Design an employee referral program
According to a LinkedIn study, referral programs are among the most successful recruitment strategies, alongside online job boards and social networks. These programs allow your employees to refer other suitable candidates based on their acquaintances. You’d be surprised by the greatness of the match your existing workers can make, but this is, in fact, not even a matter of surprise. There’s no one more suitable than your very qualified employees to recommend other qualified ones. Be, instead, surprised by the number of benefits this practice can bring to your company: faster hire time, diminished recruiting costs, enhanced workforce planning, and lower turnover rate, among others.
Consider rewarding your employees for referrals so they do their best to bring the best to your company. Rewards may come in the form of bonuses or vouchers. But before taking steps in this regard, make sure you explain to your team the peculiarities of a referral program and what you expect from it. And be involved in the process – you’re the only one who decides what’s suitable for your organization.
Host recruitment events
Regardless of the increasingly digital transformation, face-to-face interaction has a powerful voice – and it’ll always have. Recruitment events are one of the safest ways to communicate your business needs and expectations and attract qualified candidates. That’s why you can meet them in person and assess their skills, which, more often than not, exceed their résumés. Campus drives and job fairs are among the most employed and fruitful strategies and for a good reason. On-site fairs allow candidates to find out more about the company that has grabbed their interest or dream job directly from a professional and not from some social media announcement. On the other hand, college recruiting clears the way for fresh talent, and new visions, which, who knows, may prove critical to the future of your business.
Each strategy discussed above is promising, so what’s your choice?
