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 the 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.
Top applicant tracking systems
Like traditional ATS, SmartRecruiters centralizes all applicant documents and allows comment and collaboration by hiring managers. Furthermore, HR can map out the hiring workflow and delegate certain areas of responsibility to various stakeholders. Last but not least, SmartRecruiters can manage candidate assessments, interviews, and schedule callbacks. It even offers a robust set of development tools to let you integrate SmartRecruiters with your legacy HRIS or other systems.
The Jobvite Platform infuses automation and intelligence into today’s expanded recruiting cycle to increase the speed, quality, and cost-effectiveness of talent acquisition. Jobvite's industry leading software accelerates recruiting with an easy-to-use Applicant Tracking System (ATS) with social recruiting capabilities, mobile-optimized branded career sites, recruiting marketing solution, candidate texting solution, on-demand video screening, advanced analytics, and onboarding.
Zoho Recruit helps enterprises find and retain talent through a diverse list of features. Hire for multiple positions at once, create a custom careers page, and receive referrals through employee referral portals. Sort out candidates that don’t match your requirements and request video interviews from those that do. Zoho Recruit also offers digital onboarding and lets you send offer letters, and powerful reports help you learn from each hiring experience.
Greenhouse is a recruiting software platform that helps companies find qualified candidates, conduct interviews, and make data-driven hiring decisions. Greenhouse assists hiring representatives in planning, sourcing, interviewing, and hiring phases. Companies can utilize Greenhouse interview kits allow prospective hires to communicate directly with HR representatives, sync schedules, review role context and expectations, and upload their resume.
Bullhorn’s applicant tracking software is a powerful way to find and manage qualified talent. Not only can recruiters use the recruitment software to accept resumes, they can monitor applicants through the entire hiring process. Keep notes on job seeker interviews, forward information to hiring managers and stay in touch with the candidates themselves. Recruiters enjoy the ability to instantly respond to job applicants while managers can track recruiter activity as it happens.
BambooHR recruiting software gives you that advantage, keeping applicant information organized through every phase of hiring so you can focus on finding the right talent for the job and creating a great candidate experience. HR managers recruit and onboard talent through this solution’s simple user interface, and employees can easily find important documents and update their personal info. BambooHR also offers custom reporting and time tracking features for companies with hourly employees.
Attract, captivate, and hire top talent with ADP Workforce Now® Recruitment so you can drive both your business strategy and your people strategy forward. As part of the full ADP Workforce Now HR suite, Recruitment’s easy-to-use capabilities are natively connected to your onboarding, HR and payroll data to save you time and effort. With this end-to-end recruitment solution, ADP Workforce Now helps deliver a better experience for your organization and for candidates.
Workday Recruiting is an end-to-end talent acquisition application built to help you find, engage, and select the best internal and external candidates for your organization. Manage the entire recruiting lifecycle in one system, including workforce planning, sourcing, and advanced talent analytics. Attract top talent with an engaging candidate experience from outreach to onboarding. Streamline the recruiting process by enabling transparency and collaboration across the entire hiring team.
Like many ATS and recruiting software systems, Lever lets recruiters create a custom careers page for their organization’s website. This includes both internal and external job boards. Users can also create job applications using the same feature, giving candidates a clean, one-page application. The candidate sourcing feature in Lever lets users save candidate information, including name, email address, phone number, LinkedIn profile link, and their resume.
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 that 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!