In the race to find the best and brightest talent, companies invest a lot of time and resources to find and land top prospects. But without a solid recruitment strategy, even the best efforts will fall flat.
Skilled candidates looking for new opportunities are becoming increasingly adept at spotting an organization that doesn’t seem to have it together from the get-go. A solid hiring process is one of the most important, yet often overlooked, aspects of running a successful business. Not having one in place can be a major red flag for potential candidates.
Taking the time to develop an effective recruiting strategy can result in a better pool of candidates, a shorter interview process, and ultimately a higher ROI by reducing the costs associated with employee turnover.
What follows is a roadmap for recruiters looking to up their game—starting with attracting potential employees who are both qualified and a good fit for your organization. We’ll help you understand the elements of successful recruiting, the most effective recruiting methods, and other factors you should consider when developing your employee hiring strategy.
What is a recruitment strategy?
A recruitment strategy can help you streamline your efforts from a candidate’s first encounter to a signed contract. It is a well-thought-out action plan to successfully recognize, engage, and hire high-quality candidates for your organization.
The strategy should be developed with hiring objectives and company goals in mind. As part of the ongoing process, results should be measured against established benchmarks and the plan should be refined accordingly as needed.
A recruitment strategy can be carried out by an in-house HR manager or an outside recruitment agency or an individual consultant. The strategy can serve as a blueprint so no matter who is recruiting and hiring for your company, a clear and actionable process is being followed.
Implementing a recruitment strategy—also referred to as recruitment marketing—is one of the best ways to attract passive candidates, which make up 70% of the global workforce. Passive candidates are individuals who aren’t actively looking for a new job but may be open to the right opportunity. A strategy can help you define who you’re looking for and where to find them.
Here are some recruiting strategies or methods we use to improve our recruiting.
Establish a clear employer brand
‘Brand’ is a word that seems to get thrown around a lot, but your employer brand is crucial for your recruiting strategy. In fact, 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.
They are instantly recognizable – not just for the products they sell, but for the perceived value of the 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.
killer job posts
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 attract qualified candidates. They will simply move on.
We create a detailed description that 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.
Yet, our job postings do more than just list the professional qualifications you are seeking. Whether you are looking to create a free-spirited, creative working environment, or a no-nonsense, all business atmosphere, we 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.
These can include anything from adaptability and growth mindset to work ethic and a team player attitude. If a candidate can envision themselves fitting in with your company, it will make it that much more enticing to pursue an opportunity.