10 Easy Recruiting Strategies to Make Your Job Easier
Advice for Management & Companies, Candidate Sourcing, Interviewing

10 Easy Recruiting Strategies to Make Your Job Easier

Having a strong team is only one aspect when attracting top talent.

The recruiting process can be tedious at times, so we’re breaking down the 10 most successful recruiting strategies used by industry-leading companies.

Keep reading to find out what strategies you can start using today to win over top talent.

1. Encourage Your Team to Submit Referrals

Time after time, employee referral programs have been a tested and proven strategy for companies. A LinkedIn study shows that employee referrals are the number one reason why employees discover a new job.

Referrals also open up the opportunity to access passive talent, as a candidate is likely to consider a gig suggested to them by a friend.  Even if the specific job responsibilities may not allow them to work together, employees may reveal appealing company benefits to passive candidates, increasing their interest.

It’s also strongly recommended for companies to hold contests or prizes as incentives for more referrals to increase engagement with their referral program.

2. Create a Candidate User Experience

Candidate user experience is the impression that a candidate gets while they go through the hiring and recruitment process at your company. Talent user experience entirely plays in part with the company’s brand and having a strong candidate user experience will essentially build a stronger brand.

Candidates who had a positive candidate experience in your recruiting process will more likely accept your job offer, reapply in the future and refer others to your company.

On the flip side, a candidate that has a negative UX or user experience will have a significant impact on your hiring goals both directly and indirectly for your company!

3. Don’t Burn Bridges

Offboarding is a tip that is often overlooked. A successful offboarding experience can be rewarding in your recruitment efforts in the future. Employees that have been fired or let go, usually leave with negative terms, due to the way that the person is offboarded.

In a Harvard Business Review Intererivew, John Sullivan, professor of management at San Francisco State University, HR expert, and author of 1000 Ways to Recruit Top Talent says, “Even if you don’t work together again, she still serves as a brand ambassador who could refer business or job candidates, he says. “Don’t accuse people of disloyalty for leaving,” he says. “Let them know you love them and that you want to keep in touch. It’s not an exit, it’s the beginning of the next phase,”

4. Use a Candidate Relationship Management Tool

Candidate relationship management (CRM) is a structure for managing and improving relationships with current and potential job candidates in a company’s pipeline. Up to 80% of job candidates will choose a company versus another company based on their relationship with a recruiter.

At Skillgigs we have in-house methodology called TECE which allows us to be transactional in building relationships with talent.

  • Trust – we build relationships
  • Educate – we leverage the trust to educate about how to look for better jobs
  • Coach – we act as career coaches
  • Enable and Deliver – we help deliver a seamless and easy experience when it comes to entertaining and managing new job opportunities in our marketplace

As you can guess the shift in the industry towards a candidate driven market has made candidate relationship management quickly become one of the top 2019 top recruitment trends.

5. Be Transparent About Your Jobs

Having a poorly written job description can create an adverse effect when sourcing for candidates.  It’s important that you are transparent with the position that you are recruiting for so that you can have a strong talent pool.

A perfect example is when describing a not so exciting position you don’t over exaggerate the duties of the job and that you are straight forward with the everyday tasks. People don’t like to be tricked, so it’s important you retain your companies brand and prevent negative reviews on Glassdoor or other online forums.

Writing a clear and transparent job description also helps with job retention and prevents new hires feeling that a job cheated them.

6. Know Your Position’s Value

An EVP is how the job market and candidates see their value in the employee when they look at a potential position.

  • Opportunity includes career and development opportunities and organization growth rate.
  • People includes manager quality, coworker quality, senior leadership reputation, and camaraderie.
  • The organization includes market position, product/service quality, and social responsibility.
  • Work includes job-interest alignment and work-life balance.
  • Rewards include compensation, health and retirement benefits and vacation time.

According to Gartner, a leading research and advisory company states, “EVP can decrease annual employee turnover by just under 70% and increase new hire commitment by nearly 30%.”

7. Talent Acquisition Marketing

Talent Acquisition marketing strategy is the process of building an organization’s employer brand to attract top talent. Recruitment marketing is a trend because of the candidate lead market that the industry has evolved too.

Its primary goal is to follow the latest trends in the market and offer solutions to companies so they can overcome these new market challenges. The faster that your company implements these new recruiting best practices top talent will be more likely to chose your company.

8. Questions. Questions. Questions.

When you are sourcing for top talent, it’s imperative that you ask detailed questions. As you can expect each company is different so asking appropriate questions that align with your industry is important.

For app developers, you would want to ask them how they spend their time outside of work so you can see if they are developing their skills in a changing industry.

9. Work From Home Options

We are living in an era where people want to have the option to work remotely. Having this option is a tremendous pro for many candidates and is very important for the upcoming workforce.

According to an American Express survey, ” 75 percent of U.S. millennial workers said that the work environment should be “flexible and fluid.” and having digital tools and technologies teams can collaborate globally.

The common misconception to working remotely is that productivity will decrease drastically but in a Deloitte survey of millennials, “more than half of the respondents said that remote work opportunities boosted productivity, and three quarters said they’d prefer to have more opportunities to work remotely.”

Working from home is a cultural shift, and it might not be feasible for all time in your company but by adding this perk in your company’s benefits it can attract more top talent.

10. The Use of Internal Candidate Databases

Internal candidate databases are when an organization has an inventory of potential job candidates. Many companies have resorted to this strategy because there is a limited amount of top talent are in the market, and they have had to use their own ATS systems to find candidates.

Katie Vellucci at Dominion Systems says, “The biggest pro of having an internal candidate databases is once a job opening lands on your desk you have a database filled with top talent that could potentially fill that position. This allows you and your team to be prepared for current and future needs that your company may come across unexpectedly.”