10 Recruiting Strategies for Hiring the Best Employees

Acquiring great talent takes a combination of diligence and creativity. Technology has made the process easier by enabling you to publish your job postings to a broad audience. Connecting with qualified candidates and driving excitement about the role within your company can be challenging without the help of an HR consulting professional. You have to devise ways to stand out from other employers, so check these recruiting strategies.

The following are 10 recruiting strategies to guide you to entice job seekers, create memorable first impressions of your company, and successfully hire competitive candidates.

1. Serve Your Promising Candidates Like Customers

Whether it is an in-person or phone screening interview, the interviewee’s first impression of your company is very essential. It is critical to make them feel like you’re just as excited about getting to know them as they are about being considered for that role. One of the most efficient recruiting strategies is to treat your interviewees the same way you treat your customers.

Be hospitable. Whenever a promising candidate arrives for an onsite evaluation, ask if they would be interested in a drink and direct them where to find restrooms. Make them comfortable and feel welcome.

Be respectful of their time. When conducting screening through video conference, phone call, or in person, always show up on time. If you’re running late, make sure that the candidate is aware in advance.

Make yourself available. Ensure that your potential candidates can be able to reach you by phone. Answer their question thoroughly.

2. Use Social Media

Using social media for recruiting is very efficient. It allows you to share a job with the entire network and encourages a two-way conversation. Even if the audience is not interested in your job posting, you will ultimately find someone who’s a good fit. Sharing photos and videos about your workplace help align your candidates with your brand and enable them to get a glimpse of your company culture.

3. Establish an Employee Referral Program

Desirable talent in most cases makes a habit of interacting with other highly capable experts. While many of your professionals may already be posting available roles with their qualified contacts in their networks, a well-established employee referral program can entice even more employees to refer the best talent.You can even incentivize this program with employee rewards and recognition like a spot bonus or cash gift.

4. Create Compelling Job Descriptions

Generating thorough and attention-grabbing job descriptions is one of the most essential parts of the hiring process. When creating the job descriptions, consider making titles as specific as possible, open with captivating summaries, make sure to include the essentials like hard and soft skills and day-to-day activities, and keep your job descriptions concise. An HR Consulting firm can help set up compelling job descriptions for you.

5. Use Sponsored Jobs to Stand Out

Because numerous jobs are posted online every day, the visibility of your job listing can be minimized over time. To stay on top of this, ensure that your job posting continues to stand out by ensuring it is a sponsored job posting. The paid listings are usually visible in any search results and their replacement will not fall back in search results over time compared to free job listings.

6. Consider Past Candidates

During the hiring process, there are a few talented individuals that end up not meeting the requirements. When hiring for the same role, consider revisiting the resumes of past qualified candidates. They are a good choice because they are already familiar with your company and have gained a few more skills and experiences.

7. Update your Company Page

Job seekers usually take time to research employee reviews, benefits and stipends, salary data, and more aspects before applying for a job. All this information can be found on many job boards like Indeed. All companies that post jobs on these job boards have a company page. Moreover, to get more creative these companies can use a white label job board for a more branded approach when hiring on these platforms. By updating your company page, you can respond to reviews, customize your page as well as add employer branding.

8. Attend Related Industry Meetings and Job Fairs

Job fairs are essential in finding the best talent, non recruiting events present a good opportunity to interact with motivated industry experts who are eager to advance and network in their field.

9. Incorporate Peers in the Interview Process

At times the best person to interview a candidate is an individual who’s working in a similar role. The professional already understands what it takes to excel in the position. He or she can as well ascertain if the candidate’s experience and skills can meet the requirements of the job description. Additionally, leveraging the expertise of Professional Employer Organization (PEO) experts can significantly streamline your hiring process. India PEO, for instance, can help you with managing various HR functions, including recruitment and talent acquisition, and can provide valuable guidance in attracting and selecting the right candidates for your organization.

10. Go Through Resumes Posted Online

There are numerous resume hosting sites for job seekers to update their experiences and skills. As an employer, you can find candidates by keying in your skill or job title. The search results can be narrowed down by certain search criteria like cities, zip, or state. The education level, skill, and experiences can also guide in choosing promising candidates. You can also opt to set up a resume alert to get daily emails with links to new resumes that match the criteria for the positions you’re looking to fill.

Conclusion

Recruiting is a critical factor in any organization’s success. It is important for attracting and retaining talent; without top talent, your company cannot grow or succeed in its industry. Recruiting, along with an employee referral program, has also been shown to have a major impact on the productivity and engagement of employees within a company.

Organizations typically use one or more of four different types of recruiting strategies: passive, active, contingency, and retained searches.