Want the Best Candidates for Your Business? Then Follow These 5 Recruitment Strategies

Just as any good candidate wants a great job, a business owner also wants the best candidates for his company.

To ensure that you get the best candidates from the talent pool, you have to have steadfast recruitment strategies in place. What are these strategies and how will you go about executing them? Let’s take a look.

What Exactly is a Recruitment Strategy?

A plan of action that will help you to advertise, attract, select, and hire candidates for your open jobs is a recruitment strategy. It can be as basic as posting a job on a job board, implementing an employee referral program, or hiring external recruiting agencies to handle the recruitment process for you.

Now that you know what a recruitment strategy is, let’s look at some of these strategies that work really well.

1. Let Them Feel Like They Are Your Customers

“Customer is king” for every business. That special feeling customers get when they interact with a business or a brand is what makes them come back over and over again.

Instead of being mechanical and formal, if you treat your candidates with the same enthusiasm as you would a potential customer, you will make an excellent impression. A good candidate already knows that they’re perfect fit for your organisation. But it is up to you to show why you deserve them.

To treat your candidates as customers, keep these pointers in mind:

Be hospitable: Offer your candidates water or other beverages to drink. Make sure they have a proper place to wait for their interview and access to the restroom.

Respect their time: Just as time is valuable to you, so it is to candidates. No matter what kind of interview you are having, start it on time. If you are running late, let them know about it.

Answer their questions: Give them your contact information so that they know you are there for them if they have any queries.

2. Your Job Description Must Stand Out

Another talent management strategy is how you post your job. If you post it casually, without much information, it won’t attract the best minds. To get their attention, your job description and the ad must stand out from the rest.

Be specific with your job title. How accurate you are with the vacancy you want to fill will determine the level of qualified candidates you attract.

Captivate them with the job summary. Make it interesting and witty so as to make the job seekers excited about the job.

Be clear about the core responsibilities of the post advertised. The more information you give, the better will be the candidate’s profile.

Today’s job seekers are unique. For them, the joy of working for a company that has specific objectives and a vision is as important as the benefits and compensation they get. So, highlight the core values of your company to attract and retain the younger generation of job seekers.

3. Invest in HR Technology

Modern techniques of recruitment include software that is created to make the recruitment process easier and timesaving. So, by investing in recruitment software, such as an Applicant Tracking System (ATS), you can automate the entire process.

An ATS will automate the process of posting jobs for you across several platforms like job boards and social media, and also keep track of the incoming applications. It will also sort through the applicants’ information and find the most qualified people. Some Applicant Tracking Systems even allow you to schedule interviews.

Similarly, there are other HR technologies and tools that you can invest in. For instance, an HRMS tool — for candidate sourcing, hiring, background verification, onboarding, upskilling, and payroll — will help you streamline every facet of a candidate’s lifecycle, from hire to retire.

4. Leverage Your Current Employees

Word-of-mouth advertising is best for your business, especially when you want to generate new leads and come across as a trusted and customer-centric brand. Similarly, your current employees are your best advertising agents when you want to let job seekers know about the vacancies and that there isn’t a better place to work at besides your company.

Your current employees know first-hand the benefits of working in your company. So, start a employee referral program and let them know what you’re looking out for. While you’re at it, don’t forget to incentivise the referral program.

Let them leverage their personal and professional networks to scout the best candidates for your organisation. Through referral programs, not only will you have exceptional talent working for you, but also better camaraderie between colleagues as they already know each other.

5. Harness The Power of Social Media and Professional Networking

The new-age workforce today is mostly made of millennials and Gen Zs. So, to find the best among them, you have to be where they are i.e., social media and professional networking platforms.

Make sure your company’s profile page is on various social media sites like Instagram, Facebook, LinkedIn, and showcases your company’s events, day-to-day office life and other key deatails. That way, when you post a job vacancy, they will either apply, share the job opening with others, or refer someone who fits the description.

Those were some recruitment strategies in HRM worth implementing. To ensure that the 5 recruitment strategies are impactful, you must first identify what kind of candidates you want at your organisation, the skills you require based on your business goals, and your budget i.e., how much you can afford to spend on recruitment.

FAQs

Q. How do you define a recruitment cycle?

A. A recruitment cycle starts with posting an advertisement for the job, sourcing applicants, sorting their applications, setting up interviews, and ends with hiring the best among them.

Q. What are some other recruitment strategies?

A. Some of the most effective talent management strategies include advertising across major platforms, looking for fresh talent at universities and colleges, and implementing an employee referral system.

Q. Are there phases in recruitment?

A. A recruitment process has three phases: planning, implementation and evaluation.