Getting the best breed of employees is not an easy task. The competition is extremely stiff, and you need to apply an excellent recruiting strategy to bring in the best candidates on board. One of the factors responsible for the success of your recruiting technique is communication.
However, communication is more than just refining your recruiting technique – the only image a prospect gets of your culture and brand. So, it is the impression you create through the way you communicate with them.
Recruiters are at the forefront of your brand, and they have great power in shaping (or damaging) a candidate’s point of view of your organization. This guide will walk you through the steps of developing an effective recruiting plan that will help your company get the right individual for the job.
Create a Distinct Employer Brand
Your employer brand distinguishes you from the competition and convinces candidates why they should work with you. It should reflect the values, mission, and culture of your company. It is your company’s reputation as an excellent place to work.
In layman’s terms, it is what potential employees genuinely think about you. When you’re not there, it’s what they tell their friends and relatives. So, it may not be visible, but your employer brand is a valuable asset that must be nurtured regularly.
When crafting your employer brand think about these questions – “Why would someone want to work for your company?” and “How many of your employees would suggest your organization to others as an excellent place to work?”
Make Use of Technology
Small businesses may rely on a manual method, but software implementation is frequently required as the recruitment volume grows. When it comes to recruitment applications, there are numerous options to explore. One of them is resume parsing.
The automatic storing, organizing, and analysis of employment resumes are referred to as resume parsing. This software allows businesses to discover keywords and capabilities efficiently and sort through enormous volumes of applications to identify the best candidates.
The majority of Applicant Tracking Software (ATS) systems include resume parsing features. According to some, resume parsing technology does not just work faster than humans in processing resumes but also reduces hours of labor into seconds and duplicates human correctness at a rate of 95 percent.
Your recruiting team should know where to look for the best-fit potentials for each role, beginning within your organization. With expansion at the forefront of corporate priorities, it is frequently tempting to look outside for talent. Yet, the greatest prospects for the job may already be working for your company. In addition, it is inexpensive and quick to begin looking for possible candidates inside your staff base first, and once employed, they require less onboarding to get started.
It will help if you also constantly establish a talent pool of experienced, warm contacts. After internal lists, this should be your second go-to for outreach. However, utilizing standard sourcing approaches, recruiting teams frequently struggle to establish this pool quickly enough. In this instance, you may want to try automating your source.
Make Use of Social Media
As businesses begin to target millennials, social recruiting is getting more popular. Using social media to identify talent, engage with possible candidates, and market opportunities are what social recruitment is all about.
This method has been used successfully by several firms, including Uber, Zappos, and Apple. You need to create a social media presence that is consistent with your beliefs and employer brand.
Carry Out Awesome Interviews
Keep in mind that interviews are a two-way street. They are interviewing you at the same time you are interviewing them. So whether you’re meeting virtually or in person, make it as relaxed and stress-free as possible.
Adapt the interview to the post for which they are applying. Will they be working in a team? Try out group interviews. Remember to represent your company’s culture as well. For example, if you work in an office where people joke around, include that in the interview. This will ensure that you locate someone who is both talented and an excellent fit for your organization.
Consider College Recruiting
Look for talents within the college campuses. It will help you identify fresh talented individuals for your industry while at the same time linking your company with internship possibilities and university relationships. You can recruit from universities in various ways, including attending career fairs, offering to speak at industry events, and being highlighted on university online job boards.
Optimize Your Career Page
It is non-negotiable to have a well-designed careers page. Moreover, it is a vital component of any recruitment strategy because of the following reasons:
- Candidates expect to discover a careers page on your website, whether you choose to develop one or not.
- It’s an excellent tool for sharing content, promoting open positions, and providing information about the company’s culture, values, and mission.
- Everyone else is doing it, and if you don’t, you’ll never be able to stand out from the crowd.
Here are some ideas that you can include on your career page:
You can include all the vital facts about your company, from core values to internal diversity data, to awards are given to them as an employer, and lots of opportunities for prospects to learn more about the business and their career opportunities.
A 10-20 minute podcast of employee testimonials is a good add-in on your career page. We always see written testimonials, and sometimes we are not sure whether it is accurate or not. A podcast can be a brilliant way to provide thorough insights into your employee’s background, role in the company, and personality.
Adding a FAQ section on your career page can help applicants decide whether to proceed with their application or not. Every company’s application process is unique, so save candidates the anxiety and let them know right away when they can expect feedback from the company and also where they can find other information about a specific position.
When it comes to developing a successful recruiting strategy, we fully believe in the power of excellent communication. Smart engagement not only assists your team in developing relationships with prospects and meeting KPIs but also ensures that every interaction a candidate has with your firm is beneficial.
Implementing an effective recruiting strategy does not happen overnight. There are several stakeholders involved, and your messaging will necessitate some thorough planning. In addition, you must collaborate with other departments, such as marketing, to ensure that the content you deliver is on-brand and adheres to business rules.
You should examine your overall recruitment strategy annually to ensure that it aligns with your overall business goals. Everyone in the firm must understand your objectives, so be clear and explicit about what success looks like and how you plan to achieve it.