How to Create a Strong Business Recruitment Strategy

Companies of all shapes and sizes are experiencing a talent shortage. That is why traditional hiring tactics that worked before do not cut it anymore. 

Here are a few tried and tested recruitment methods to use to attract the best talent. 

Invest in an Applicant Tracking System

An applicant tracking system (ATS) automates the candidate screening process. It analyzes candidates and looks for issues in the hiring process. Based on the data it collects, it filters candidates according to your current hiring needs. 

You can weed out the candidates that are not suitable for your positions and cherry-pick the right ones. To simplify the process and make data-oriented hiring decisions, consider hiring professionals to do a background check for employment.

Inspire Workplace Diversity and Inclusion

Diversity and inclusion are the backbone of your recruitment strategy. According to the Glassdoor research, 67% of job seekers say workplace diversity is a crucial aspect of the employment process.

You first need to demonstrate the steps your organization has already taken to ensure the adoption of diversity and inclusion in the workplace. Explain your D&I on your website, social networks, PR articles, and email newsletters. 

Also, review your job ads and descriptions. Make sure your language is. It should not deter particular candidate groups. 

Attract Passive Candidates

Passive candidates are industry players who are not actively looking for new professional challenges. However, some would accept a new job if the opportunity is better than their current one.

Now, there are a few tactics to address passive candidates’ needs.

For starters, you need to identify them. That is where LinkedIn search can help. By searching for the right keywords, you will find reputable people with experience in your sector. 

Also, strengthen your persuasion strategy. The goal is to convince a top candidate that is generally satisfied with their current job to start working for you. Therefore, your business descriptions need to go far beyond salaries. They should also demonstrate your company’s missions, values, and uniqueness. Most importantly, they need to emphasize the long-term benefits of working for you, such as career growth opportunities, unique challenges, team building activities, policies, perks, etc.

Build a Strong Employer Brand

Employer branding portrays your company’s values, identity, culture, and unique personality. It helps you stand out in the competitive market and put yourself in front of top talent. 

That way, candidates can understand whether your company’s goals align with their own. 

Most importantly, once you hire top candidates, having a strong employer brand will create a sense of loyalty.

Here are a few steps to take when building an employer brand:

  • Identify your branding goals. For example, do you want to get more job applicants, hire high-quality candidates, boost referral rates, increase employer brand awareness, etc.?
  • Build candidate personas. Focus on collecting demographic data, such as their age, gender, location, marital status, income, education, and title. You should also pay attention to their job search behaviors (active or passive), skills, job search channels, frustrations, career goals, etc.
  • Build an employer value proposition. It tells prospective candidates what’s in it for them. Benefits, career growth, work environment, and company culture are the pillars of the recruitment process.
  • Pick the channels to promote your employer brand. Sure, that depends on your industry and candidate preferences. Effective methods for promoting employer brand include social networks, candidate relationship management, seamless application processes, workshops, and inbound recruitment.

Set Up an Employee Referral Program

A referral program means your existing customers recommend candidates for open positions. That improves the quality of hires, reduces time and cost per hire, and boosts employee retention.

Now, there are a few elements of any successful employee referral program, including:

  • Rewards: Apart from monetary rewards, you can also offer non-cash incentives such as days off. Think of the best ways to give your staff the recognition they deserve when referring someone.
  • Ease of use: Keep your referral program as simple as possible. Combine online and offline employee referral processes.
  • Feedback: Inform employees about the status of their referrals. 

Salesforce organizes Recruitment Happy Hours, where employees can invite the people they want to refer. That is an opportunity for potential candidates to get to know the rest of the team and understand whether they fit in.

Over to You

Recruiting top employees can be challenging. To get the most out of this process, you need to have a recruitment strategy. Invest in the right tools, do research, and build an employer brand. 

I hope these tips will help you!

About the author:

Eve Anderson is a marketing specialist turned blogger. Interested in sports and exciting travel destinations. Love to share content that can inform people.