The hiring process is an integral part of running any business. Whether you are a small business owner, an HR manager, or the CEO of a large company, you will have to recruit at some point in your career. Hiring can be tough on its own and according to CareerBuilder, 40 percent of employees plan to change jobs in 2018. That means this is the year to step up your recruitment process to stand out among competition.
Hiring has now become all about the candidate.
Be sure that you are finding top talent with these 8 employee recruitment strategies to help improve your hiring process.
1. Develop a Clear Employer Brand
Your employer brand is what will set you apart from other companies and show candidates why they should work for you. It should reflect your business’ mission, culture and values. Think about questions such as, “Why would someone want to work for this company?” and “What percentage of your employees would recommend your company as a great place to work?” From there, check that your business’ about pages, social media, and advertisements align with your employer brand.
2. Create Job Posts That Reflect Your Company
Your job post is the first impression the candidate will have of you. You want to be sure to come off as organized and professional while still embracing your brand. Is your company built on comedy? Make the job post funny! Strictly business? Make sure your ad is sleek and well put-together. This will help you acquire more applicants and attract people who will fit in with your company culture.
3. Use Social Media
Social recruiting is becoming increasingly popular as companies begin targeting millennials. Social recruiting is simply using social media to find talent, advertise jobs, and communicate with potential candidates. Many brands have been successful with this technique, including Uber, Apple and Zappos! Be sure to create a presence on social media that will align with your values and employer brand.
4. Invest in an Applicant Tracking System
Save your company time and money by investing in an applicant tracking system. An Applicant Tracking System (or ATS) is a software that automates the process of posting jobs and finding qualified talent. This often includes one-click job posting to multiple sites, applicant sorting, and interview scheduling. There are many options available, so be sure to do your research and find the best applicant tracking system for your company’s budget and size.
5. Explore Niche Job Boards
Depending on what job you are hiring for, it may be difficult to find talent on one of the many large job sites. If your company falls into a smaller, more defined category, try looking into niche job boards. These are smaller job sites who are devoted to only one type of job and often have a community of job seekers and recruiters. You can find niche job boards covering everything from the retail industry to construction.
6. Consider College Recruiting
Recruiting from college campuses can help you discover upcoming talent for your industry, while also aligning your company with internship opportunities and campus connections. You can recruit from colleges in many ways, including attending career fairs, volunteering to speak at events for your industry, being featured on campus online job boards, and more.
7. Find Passive Candidates and Let Them Know You Want Them
Passive candidates are those who are currently employed and not actively looking for a job. These candidates will often be the most qualified and seem to be the perfect person for the job. Personally reaching out to them will show that you are truly interested in their talent and will be sure to grab their attention. Using social media and connections will help you identify these potential candidates as well as raise awareness for your company.
8. Conduct Awesome Interviews
It is important to remember that interviews go two ways. While you are interviewing your candidate, they are also interviewing you. Whether you are meeting remotely or in person, be sure to make it comfortable and low-stress. Cater the interview to the position they are applying for. Will they be working with a group? Try group interviewing. Also remember to reflect your company’s culture. For example, if you are in an office that likes to joke around a lot, incorporate that into the interview. This will insure you find someone who is both talented and a good fit for your company.
Paige Garner is the Marketing Coordinator for Proven. When she is not tweeting, blogging, or writing, she loves spending time with her Pomeranian, Chips!