Many companies struggle to recruit top tier talent for a myriad of reasons. Recruiting the right talent requires a combination of innovative and strategic planning. Here are some proven effective techniques and best practices to ensure you have a comprehensive and robust strategy to attract, recruit and retain the very best professionals.
1. Establish a clear employer brand.
72% of leaders in the recruitment field across the world agree that a strong brand identity has a significant impact on hiring. Companies like Facebook, Disney, and Tesla are more than just corporate giants dominating today’s marketplace. These companies are also among the most sought-after employers for potential job seekers, according to LinkedIn. Why? Because of their brand equity. Each of these organizations shares one major factor: a strong brand identity where customers and potential employees have a solid idea of what they are “buying into” when aligning with each brand.
If your company has a strong brand, a candidate may already be familiar with who you are and will choose to engage (or not) based on that. If they are not yet familiar, presenting a unified employer brand across all touchpoints – from your website to how a recruiter answers questions – will let the candidate know what you’re all about.
2. Create killer job posts
Your job postings are often the first impression a candidate will have of your business. A vague description that leaves a job seeker with more questions than answers will not do anything to help you attract qualified candidates. They will simply move on. A detailed description will clearly explain the role, responsibilities, and qualifications. A candidate has to be able to see themselves performing successfully in that role and determine if their skills could be a match.
Whether you are looking to create a free-spirited, creative working environment, or a no-nonsense, all business atmosphere, use language that conveys your company culture.
Another way to paint a picture to potential candidates is to list soft skills that will help them get a feel for your company values and will give them a better idea of whether they are a good fit for you.
3. Improve your interview process
A smooth, efficient interview process is something that candidates will appreciate and will make your hiring strategy stand out. To make the most out of each conversation with a potential recruit, cater interviews for specific positions. Take the time to dig into the responsibilities and ask questions that will tease out the top talent for that role.
Avoid canned interview questions that don’t reflect your company culture or employee experience. Just as with the job post, this is your chance to share your values and get a feel for what matters to the candidate. It is also beneficial to incorporate personality.
4. Target passive job candidates
A well-rounded marketing strategy takes into account hot leads – those who are ready to buy what you are selling—and cold leads – those who aren’t even aware of a problem you could help them solve. Your recruiting strategic plan should be no different. While these hot leads might be ready to engage with you, other numbers show that the best opportunities lie with passive candidates, those who aren’t actively looking but will pay attention if the right opportunity comes along.
Up to 45% of workers are open to discussing other job opportunities with a recruiter and companies like Toggl report that targeting passive job candidates is how most new team members are found.
5. Use social media
It has become a simple fact of business that leveraging social media is an absolute must. Whether it’s to build your brand, grow a following or engage with consumers, it is an essential part of any business plan. That should include your recruiting strategy as well. Many companies are using social recruiting to connect with potential hires, especially those targeting millennials. Companies that have had success with this technique include Zappos, Uber, and Apple.
In addition to direct messaging potential hires with specific job openings at your company, you can use social media to showcase your company’s values, impact, and work culture – building your brand recognition and equity. This may include posting photos, industry-related articles, blog posts, and/or testimonials from current employees, etc.
How do you improve your recruitment strategy?
1. Start with assessing your existing strategy:
What is working? Where is there room for improvement? What are your KPIs and benchmarks? Once you take a close look at where you stand, you can build from there.
2. Think about your target hires:
What skills would result in the best ROI for your organization? It’s not just about the technical skills. Consider those soft skills that may make a candidate stand out from the pack. What competencies are critical and what qualities will make your team stronger? Where are potential hires most likely to connect with your organization? What is the best way to engage with them?
3. Assess your existing interview and hiring process:
Is it streamlined, or are good candidates slipping through your net due to inefficiencies? What is your current employee turnover? If it’s high, dig into that with your managers. Don’t forget to talk to your employees, especially the newly hired ones who have the hiring experience still fresh on their minds.
People Operations Associate at Ajua™ | Technical recruiter | Talent sourcing