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Recruiter Checklist for 2017

Recruiter Checklist for 2017

Don’t get caught up in all the new year countdown frenzy without taking the time to sit down and reflect on how you, as a hiring manager, can improve your recruitment policies and processes in 2017. To help you revisit current practices and plan for next year’s goals, here’s a recruiter checklist for the new year.

Various year-end countdowns have begun on radio, television, newspapers, company bulletins, and online sites, among many others. Indeed, the excitement to wrap up 2016 is slowly and steadily building up, and everyone is just as eager to start things right as they wish for year after year.

Just a reminder, though, don’t get caught up in all the frenzy without taking the time to sit down and reflect on how you, as a hiring manager, can improve not just your skills but also your recruitment policies and processes in 2017.

To help you revisit current practices and plan for next year’s goals, here’s a recruiter checklist for the New Year.

On Talent Search

  1. Are your job descriptions updated?

Review and update your job descriptions accordingly. Some roles or responsibilities might have been added, removed, or changed since the post was last filled, so make sure you use the most current job description to set your candidates’ expectations right.

2. Is your mobile application process attracting candidates?

Mobile applications have to be as user-friendly as possible, with no unnecessary steps or clicks to be done on the candidates’ end. You might need to collaborate more closely with your web administrator to make sure this is the case.

3. Are you taking full advantage of networking platforms?

Social networks are catering more and more to professional or business organizations, so be sure to make good use of their tools.

LinkedIn’s Career Pages, for example, helps your company introduce itself to candidates by way of content, videos, photos, or messages that you can post on your news feed. This is a good way for candidates to see if they fit in your corporate culture before applying.

4. Does your career site issue job alerts?

First off, your web’s career site should be easily visible and accessible to visitors to encourage them to sign up. It should also alert the site’s users of any new job posting in your company.

5. Are you tracking which sources are giving you applicants?

Suppose you’re maintaining several sources of influence for scouting talent. Find out which ones are giving you candidates and which ones aren’t. You’d certainly want to track where to spend more or less.

On Social Media Strategies

  1. Are you investing in social recruitment?

If your investments in other media are not working for you, you might as well allocate that budget in social recruiting. Many companies are now putting up Career Pages on Facebook to share info about corporate news and events, or to invite candidates to network with them.

For these types of content, you’ll need to coordinate with your communications or marketing teams.

2) Are you reaching your target candidates?

It’s crucial that you know which platform connects more with applicants you’re trying to attract. If you’re targeting millennials, then go to Snapchat. If you’re targeting professionals, then LinkedIn is your best bet.

On Candidate Experience

  1. Are you helping candidates experience a hassle-free application process?

Your hiring process speaks a lot about your company’s overall efficiency, so it has to be straightforward yet engaging for candidates.

Whether you’re requesting your candidates to complete an online application, assessment tests, or a series of interviews, it has to be worth their time and effort.

2) Do candidates know enough information about your company and the job it offers?

Be generous in sharing relevant information about the company and its background, the duties and responsibilities involved in the job, compensation and benefits, work schedule, and even your holiday calendar in the company to help your candidates assess their fit and interest in pursuing their application.

3) Is it necessary for you to keep candidates in the loop?

Let your candidates know the status of their application to make your hiring process more transparent. Keep it simple, direct, and sincere.

4) Are you doing enough to reinvent your candidate experience?

Your hiring process could go beyond the typical “You’re hired” or “You may try again” message that you convey to job hunters.

Call it service to humanity, but you could create a more positive experience for applicants by sharing job search or interview tips or pointers on making a good resume on your website, social media page, and job boards, among others.

Did you answer “Yes” to all or most of the questions? If so, then you have high good chances of hitting your target in terms of finding talent, improving your hiring process, and maximizing your department budget. Otherwise, sorry, but you can’t get too excited about that New Year’s countdown.

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Karthik Subburaman is currently the Country Manager of ECC International (ECCI) and Apex Global Learning. He has notable experience as a lead consultant and solution architect for clients across industries - in the areas risk management, business process re-engineering, corporate sustainability strategy and organizational learning management. Among other expertise, he has an eye for problem solving, decision analysis, and quality excellence helping a number of companies across industries to improve business processes and learning improvement and sustainability.

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