More than one in four working Americans weren’t searching for a job when they found their current job.
That’s a big number!
Every company has its way of getting people on board, but how does a company recruit an employee who wasn’t even looking for a job change?
Well, it is about strategies.
If you read up on recruitment strategy examples, you will see that only the ones that are well-thought and innovative go a long way. They are the best recruiting strategies in hiring not only the best candidates but the right fit for the job as well.
But, before we get into strategies, let’s cover the basics.
What is Recruitment Strategy?
Recruitment strategy can be defined as”:
“A formal plan of action that usually involves a company’s attempt to successfully identify and recruit qualified candidates to fill the open positions in the company.”
But, what are the best recruiting strategies that companies must follow to ensure they recruit the most qualified talent out there?
Let’s check out seven strategies that every company is following in today’s time.
Recruiting Strategies: 7 Best Ones You Must Know
Here are 7 effective recruitment strategies to ensure that the organization gets the right talent:
1. Enterprise Branding
Be so good that it is a privilege to work for you. This is essentially one of the primary considerations of the staffing function. Being an employer of choice requires conscious effort from the management in terms of providing career development and learning opportunities as well as employee compensation and perks.
Create a “Brand image” for the organization that will stand reputable in the long run. One of the many factors that candidates look for in an employer is credibility. World around, people seeking employment aspire to work for corporations like Apple, Microsoft, and IBM whose employer reputation has stood the test of time.
2. Social Media Interaction
The ideal employer is a giver. A giver does not necessarily give rise to a non-profit connotation. It only means that the employer likes to see the others around it grow while ensuring self-advancement.
An organization that adds value to society would be perceived as a great employer to work for. By providing the necessary social media interaction, the organization can give out the latest developments and progresses made by it as well as others in the industry and create a robust culture rich with giver values.
This also helps the enterprise in successfully carrying out its brand marketing and talent hunting. Organizations like KPMG, Grant Thornton, etc. are actively involved in bringing out the developments in the area of finance and regulations as well as related technologies all over the world.
3. Integrating an Effective Application Tracking System (ATS)
An ATS is a software service, which helps in automating the staffing function from activities ranging from job postings to screening the applications received to find the right talent. It involves procedures to cover areas like keyword-based sorting and interview scheduling etc. It is necessary to find suitable HR project management software to fill the automation needs with the available budget.
4. Campus Recruitment
Academic institutions are a great place to find budding talent. With the latest developments in the education model, virtual classes and e-learning programs are introduced in most universities. These programs offer better quality education to the geographically scattered population. Another advantage of such programs is that they can provide a vast pool of talent to organizations, making it easier for companies to hire in-campus.
5. Communicating With the Passive Candidates
The millennials are known for two things: Being tech-savvy and for jumping from job to job within a short time. Once a candidate lands on a particular job, it is not likely that he will continue to work there for a period of more than 5-6 years. He/she will seek new opportunities with better pay and career advancement. Therefore, even though the organization was unable to hire a particular individual, he/she must stay under the radar when the candidate is likely to look for a change of employment.
This way, the enterprise can ensure that it acquires experienced professionals who usually need very little training.
6. Making the Interview Process More Innovative
Innovations in the interview process go hand in hand with brand building. While it is mostly a one-way interview procedurally, practically the candidate is interviewing back the organization. It is, therefore, necessary to ensure that they are stress-free and comfortable since the personal interviews are a great introduction to the corporate culture.
It is also advisable that the interview procedure is tailor-made to fit the needs of the occasion. For instance, for a non-technical and supervisory role, an individual need should not be tested with technical questions. Similarly, for a team player role, group discussions are a great way of interviewing candidates as the recruiter can directly assess the performance and interaction techniques employed by the candidates.
7. The Gig Economy
While all the white collared jobs are created and aspired in the busy corporate world, not very far away, a gig economy is alive and kicking. A community of smart, efficient freelancers is addressing the talent needs of the organizations and meeting them. The job descriptions crafted by the enterprise go through a series of rapid changes.
A particular job or skill may go obsolete in a matter of months or even weeks! Therefore, it is important to note that overemphasizing new skills in the market is not a smart way to go about creating jobs. Also, engaging with freelancers in a series of projects can help the organization to acquire them if the engagement turns out to be productive.
Availing one of the numerous HR project management software out there, the organization can get the assistance of remote workers and coordinate the project efficiently while spending the least amount of resources.
