8. Expanding your reach on social media
Social media is one of the best ways to recruit employees today. From LinkedIn and Facebook to Instagram and Twitter, you can showcase your workplace culture and give candidates a glimpse of what it’s like to work for your company.
Inspire candidates to apply using a cadence of posts or targeted ads. Social media is an excellent way to expand your reach quickly and inexpensively.
9. Creating recruitment videos
Recruitment videos can be a powerful way to show off your company’s mission, values, and workplace culture. Tips for creating a high-quality employee recruitment video include:
- Limiting the video to include only the most critical information.
- Highlighting your values and mission.
- Answering common questions from candidates.
- Featuring employees who represent your company.
- Ending the video with a call to action to encourage applicants.
Give this recruitment strategy a try – video can be a powerful vehicle for bolstering your company’s brand while recruiting top talent.
10. Contacting qualified applicants from the past
The candidates you didn’t hire the first time around may deserve a second look for a new and different role at your company – especially in a tight labor market. Revisit resumes from past applicants to find potential talent that has already expressed interest in your company.
In addition to being familiar with your organization, it’s likely that these candidates developed new skills since you last considered them. That’s why giving them a second look might be a great idea.
11. Reaching out to past employees
Indeed, you’ve got former employees you would not rehire – all companies do. But those who left your company on good terms may be suitable candidates for new roles. In their time working for someone else, they’ve gained new skills and experience that could benefit your company.
There are other benefits too. According to research, it takes new employeesthree to six monthsto become fully productive. When you rehire a former employee, the onboarding process and the learning curve can be much shorter.
12. Targeting passive candidates
Passive candidates are individuals who are not actively seeking a new job. Still, they may be willing to make a career move if the right opportunity is presented. In fact, Indeed reports that 75% of employeessay another employer has approached them about a new position.
Finding and engaging passive job seekers is a necessary tactic if you want to remain competitive, especially when the talent market is tight. Social media platforms, recruiting databases, and AI automation tools can help you find passive job seekers.
13. Recruiting at colleges and universities
College recruiting continues to be an excellent way to find fresh talent for entry-level positions and internships. Undergraduates may also have new skills that more seasoned employees do not.
There are many ways to reach these job seekers. Participate in campus recruiting events, feature open positions on online job boards, and contact career services at local colleges and universities.
14. Hosting or attending industry-related meetups
Industry meetups offer a unique opportunity for making personal connections with potential candidates that no job posting website can provide. Hosting or attending these targeted events can be more effective than job fairs because they attract job seekers who want to advance within the industry. Tighten up the hiring process by going to the heart of the talent pool and bringing in applicants from there.
Hosting these events is also a great way toimprove employee engagementby allowing your workforce to connect and network with other people in the industry.
15. Implementing an employee referral program
Nobody knows your organization better than your employees. Tap into this resource when new job postings become available. Encourage your workforce to refer quality candidates with a referral program that offers bonuses and incentives. This will:
- Expand your local applicant pool.
- Provide pre-screening for your hiring team.
- Increase employee investment in the hiring process.
- Improve overall team dynamics.
Incentivizing referrals can turn your entire workforce into a recruiting team, which means the talent pool you have access to is exponentially larger.
16. Improving the hiring process with data and metrics
There’s a significant human component to finding suitable hires, but don’t forget to use an objective measure of your recruitment efforts. Include data and hiring metrics to identify what’s working and where there are opportunities for improvement.
Recruiting metrics are helpful to your search for top talent, including those that calculate the cost per hire. Take time to learn about these metrics so you can remove some of the guesswork when troubleshooting your hiring process.
Key performance indicators (KPIs) for recruiting
A great way to measure the success of your hiring process is through the use of Key Performance Indicators, or KPIs. KPIs are methods of quantifying your recruiting efforts’ success and identifying both its strengths and its weaknesses. Some of the most significant recruitment KPIs that organizations are using today include:
- Time to hire
- Number of qualified candidates
- Submit to interview ratio
- Interview to offer ratio
- Offer acceptance rate
Using simple equations, recruitment KPIs will make your recruiting process tangible and easy to understand so that you can hone it into a well-oiled hire-finding machine.
How to develop a recruitment strategy
Tools like video platforms and application tracking help managers streamline tasks and focus on the most critical part of recruitment – the people. Before implementing these new strategies and tools, review your current recruitment process and metrics.
Reviewing current metrics and past data helps spot problem areas, set recruitment goals, and track progress. Keeping an eye on the numbers and documenting trends helps companies set more realistic goals and celebrate small wins often.
Setting recruitment goals
Another way to clarify the recruitment process is to set specific goals following the ‘SMART’ framework, which stands for: Specific, Measurable, Achievable, Relevant, and Time-based. Some ways that you can set SMART goals for your recruiting process include:
- Determine the specific positions that need to be filled
- Incorporate relevant recruitment KPIs
- Ensure your hiring team has the necessary resources
- Set a timeframe for the goal to be accomplished
Using the SMART system, you can take a relatively nebulous process and transform it into something usable for all members of your hiring team. A well-constructed process is the difference between failing to find qualified candidates and finding the perfect fit for your organization.
Learn more: How to Improve Recruitment
Become a Top Workplace and recruit top talent
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Great companies deserve great recognition. Nominate your company today to explore Top Workplaces and its many recruitment benefits.
