What is a recruitment strategy?
A recruiting strategy is a plan of action to help you successfully identify, attract and hire the best candidates for your open roles. These are basic starting points that can help you recruit the job seekers you are looking for. They range from basic methods, like posting on job boards, to more advanced strategies, such as leveraging Crawford Thomas Recruiting, or creating an employee referral program. You can implement recruiting strategies at every step in the hiring process.
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1. Treat candidates like customers
Whether it’s a phone screening or an in-person interview, a candidate’s first impression of your company is critical. It’s important to make them feel like you’re just as excited about getting to know them as they are about being considered for the role. One of the best recruiting techniques is to treat interviewees the same way you treat your customers.
- Be respectful of their time. Whether it’s a phone call, video conference or in-person meeting, always be sure to show up on time. If you’re running late, let the candidate know as far in advance as possible.
- Be hospitable. When a candidate arrives for an onsite interview, ask if they’d like something to drink and show them where to find the restrooms. Make them feel welcome and comfortable.
- Make yourself available. Provide potential candidates with your contact information so they’re able to reach out with questions and concerns throughout the hiring process.
2. Use social media
Social media is a fantastic recruiting tool. Social recruiting allows you to share job postings with your entire network and encourages a two-way conversation. Even if the people you reach aren’t interested in the role you’re hiring for, it’s likely they may know someone who is a good fit. Plus, by sharing photos and videos from company events, your workplace and/or day-to-day office life that align with your employer brand, you give potential applicants a glimpse into your company culture.
3. Implement an employee referral program
Great people usually make a habit of surrounding themselves with other highly capable professionals. While many employees may already be sharing open roles with qualified contacts in their networks, a well-developed employee referral program can encourage even more of your employees to refer the best talent they know. Consider providing incentives for referrals with bonuses and contests so you can create excitement around the program.
4. Create compelling job descriptions
Writing an attention-grabbing and thorough job description is one of the most important parts of the hiring process.
Here are a few tips to consider:
- Make titles as specific as possible. The more accurate your title, the more effective you will be in piquing the interest of the most qualified and interested job seekers.
- Open with a captivating summary. Provide an overview that gets job seekers excited about the role and company.
- Include the essentials. Write out the core responsibilities, hard and soft skills, day-to-day activities and explain how the position fits into the organization.
- Keep descriptions concise. Job descriptions between 700 and 2,000 characters receive up to 30% more applications according to Indeed Data.
5. Make use of sponsored jobs to stand out
Because there are thousands of jobs posted online every day, the visibility of your job listing can decrease over time. One of the best ways to make sure your job posting continues to stand out is through a sponsored job, or allowing a recruiting firm to publish your openings for you. These paid listings appear more often in any relevant search results and their placement won’t fall back in search results over time like free job listings—which can result in more high-quality applicants.
6. Allow Crawford Thomas Recruiting to Find the Right Candidate
Employers can quickly find candidates by submitting a form to Crawford Thomas Recruiting here. We offer low contingency-based placement costs paid only upon successful hire. Given the dynamic nature of modern business, recruiting needs commonly change in both volume and type. It is important to establish a versatile recruiting partnership that will continually respond to your needs. Find out what a relationship with Crawford Thomas Recruiting offers, here.
7. Consider past candidates
When you hire for a position, there are often a few talented candidates that end up not making the cut due to timing or other external factors. When you’re recruiting for a similar position, consider re-visiting the resumes of past applicants. These candidates are already familiar with your company and may have picked up new skills and experience since you last spoke.
8. Claim your Company Page
Job seekers often take time to research employee reviews, salary data, benefits and more before applying to jobs. All of this information can be found on several jobs boards including, Indeed Company Page. All companies with jobs on Indeed have a Company Page. By claiming your Company Page, you can respond to reviews, customize your page and add your employer branding. Find out how to claim your Company Page for free here.
9. Attend industry-related meetups
While job fairs can be helpful for finding qualified candidates, non-recruiting-specific events are also an excellent opportunity to meet motivated industry professionals who are eager to network and advance in their field. For example, if you’re looking to hire a software engineer, find a local group, meetup or association focused on software development and attend a local meeting. The most passionate professionals will quickly stand out.
10. Include peers in the interview process
Sometimes the best person to interview a candidate is someone already working in the same or similar role. This employee already knows what it takes to excel in the position and can verify whether candidates have the skills and experience needed to do the job well. Current employees can also give an accurate description of day-to-day experiences and help candidates better understand what they can expect if hired.