6 Effective Recruitment Strategies and Practices

Whenever I have thought about building up a recruitment strategy, I always try to think like a candidate. What attracts me to the organization?

 

A recruiting strategy is a set of steps that will assist you in identifying, attracting, and hiring the finest individuals for your available positions. Once you have done creating a plan for the financial year on the open roles, we move on to figuring out when to hire them. And finally, the open roles will reach the talent acquisition team for them to start the process of hiring.

 

Let us look at creating a strategy across various hiring stages. A few of the practices that stay on the top are:-

1. Creating a powerful and captivating job description

One of the main concerns that my peers often talk to me about is the job description being too generic or having all the skills described under the sun for that role. And truth be told, I have read many job descriptions on the same lines where the candidate or even the search consultant would not get the clear picture encompassing all the necessary skills for that particular role. The critical aspect of the hiring process is writing a compelling and comprehensive job description. As you begin to formulate the job description, make sure that it has a captivating summary. Write down the main responsibilities, required skills, and day-to-day tasks, as well as how the position fits within the company. You would also want to keep in mind to highlight the culture of your organization as 75 percent of job searchers feel it's extremely important to see details about your culture.

 

2. Candidates are customers. Customer is the king.

Though the phrase customer is the king is an age-old business mantra emphasizing the importance of customers (and would-be customers), we can definitely take a few pointers. A candidate's first impression of your organization is crucial, whether it's a phone screening, video interview, or in-person interview. It goes both ways - the impression that you're as enthusiastic about getting to know them as they are about being considered for the position. Treating interviewees, the same way you treat customers is one of the most effective recruiting methods. Being punctual from both parties – the interviewer and the interviewee is one of the most important steps in your initial relations to the onboarding of a candidate. Mutual respect and being hospitable in making a candidate comfortable and at ease before the interview sets the tone to the hiring process.

 

3. Employer branding

As you are aware, one of the best methods to get the word out about a new position, promote your company's culture, and put a welcoming face to your organization is through social media recruiting. You can share job posts with your whole network through social recruitment, which encourages a two-way conversation. Furthermore, you provide potential applicants a look into your company culture by uploading photographs and videos from company events, your workspace, and/or day-to-day office life that connect with your employer brand. Before applying for a job or accepting an interview invitation, many job seekers research the company's social media channels to learn more about the culture and work environment. And this holds true for all information we receive or we need to validate. We turn to the world of the internet to clarify and to have a better understanding. It would be worth investing in building a good employer brand, having an interactive company website along with an enthralling LinkedIn company profile.

 

4. Implementing an employee referral program

You have growth when you surround yourself with other accomplished people. While many employees may already be sharing available positions with eligible contacts in their networks, a well-designed employee referral program can inspire even more of them to suggest the best talent they know. Create a buzz, an excitement with attractive incentives as well as contests to attract more of your employees to participate in the program.

 

5. Sponsored job postings

Your recruiters receive thousands of job postings every day, your job listing's exposure may dwindle with time. A sponsored job would ensure that your job ad continues to stand out. These premium advertisements will display more frequently in any relevant search results. Unlike free job listings, their placement will not slide back in search results over time, resulting in more high-quality candidates. That's significant, especially if you're recruiting in a competitive field!

 

6. Artificial intelligence in talent acquisition/ recruitment

Let's start with a definition of AI in the context of talent acquisition. So, what exactly is AI? Artificial intelligence is a subfield of computer science that deals with the simulation of human intelligence by computer programs. AI has the ability to process vast amounts of data that a human would be unable to handle and turn it into useful information.

 

Candidate sourcing and screening can be made more sophisticated with AI. The reach is larger, and the process of establishing talent pools is faster, because of its capacity to handle data at scale. For example, around 300 million profiles can be crawled online in a reasonable amount of time.

 

For more than a decade, remote employment has been on the rise. As well as with the ongoing pandemic, many prefer to work remotely. Over 4 million workers in the United States, for example, work remotely. Companies can use AI techniques to assess a candidate's talent, personality, and competency when conducting a totally remote recruiting process.

 

What really attracts me to Al is the unbiased results - AI recruiting solutions help to increase the diversity in hiring by minimizing basic biases that a human would nearly always have. When evaluating profiles, AI can be set to ignore gender, age, and race, ensuring that candidates are fairly screened. Building a diverse workforce has long been recognized as having numerous advantages, ranging from improved creativity and innovation to increased productivity and retention.

 

Those are a couple of thoughts that would assist you in designing a robust recruitment strategy for your organization. The recruitment strategy aids in the development of a distinctive position on the employment market. Every business wants to hire the right people and applicants are more likely to choose organizations that appeal to them.