How to Create a Successful Recruiting Strategy

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December 5 2021 - Is your recruitment strategy as simple as publishing a job ad on a job board and waiting for the perfect prospect to apply? There are numerous recruitment tactics available, and post and pray is not one of them.

There is more to it than great recruitment tools if you want to fill more openings, attract better quality prospects, and reduce your time to hire. Here are some of the most effective recruitment tactics.

Innovate Recruiting Process

Recruiting and retaining elite talent has never been more challenging. Unfortunately, that is the reality many companies are currently confronting. Depending on the company, the industry, and the recruitment approach used, you might expect hundreds of applicants for each vacancy. Although it is a commendable outcome, it may be better if you innovate your recruiting process.

Find a reliable vendor of ATS or Applicant Tracking System. It is a piece of software that allows you to centralize many of your recruitment operations. An ATS can complement other recruitment tools like sourcing tools and online skills testing. Many ATS platforms cover numerous recruitment needs, allowing you to source, analyze, and hire applicants all inside the same platform. In addition, you can integrate resume redaction to ATS.

Resume redaction, also referred to as blind recruitment, eliminates identification information from resumes of job aspirants. The purpose is to assist recruiters in evaluating people based on their talents and experience rather than factors that may result in conscious or unconscious biases. How long will it take to redact resumes? A reliable software will take only a few seconds.

Use Specialized Job Boards

You should check out the right places when searching for the perfect candidates. Niche job boards are job boards that specialize in a specific sector, like remote job boards, writers, job boards for developers, etc. They receive less traffic than large websites, but they allow you to look for the specific type of talent you desire. In other words, you'll get fewer applicants, but they'll be of higher quality.

Make an Engaging Job Posting

Rather than posting a job description on your job posting, provide the critical job responsibilities and the experience required in an engaging style that entices people to apply for the slot. This may include presenting situations the employee may face during a workday or encounters with co-employees or customers.

Once you've posted the position, make sure job seekers quickly access it:

• Post the available job on your website.
• You can share the job posts on social media like Facebook, LinkedIn, Instagram, Twitter.
• Make use of college job boards, such as alumni or organization/club websites.
• Post the job opening on the professional association websites.

Then, use your network to get the word out. Various sources demand little to no work or financial resources while producing qualified leads:

• Internal talent: When someone already exists within your business who possesses the necessary abilities and is interested in the role, this is referred to as "upskilling talent." The person can be somebody on your team already or in another department, whose skills you are not aware of.
• Employee referrals: Inform current employees about the job opening and encourage them to spread the word to their contacts. If an employee's proposal leads to a hire, you may want to consider offering a referral bonus.
• Contacts in the network: Inform your industry colleagues about the open position.

Increase Diversity

There are lots of reasons why diversity and inclusion should be incorporated into your recruiting strategy. There is the proven financial and economic benefit of diverse teams, the social component of supporting equal chances for everyone regardless of gender, color, age, creed, or other protected characteristics, and finally, the required legal requirements linked with diversity.

Below are examples of hiring techniques for diversity and inclusion in the office:

• Use gender-neutral wording in your job postings and avoid alluding to candidates' ages.
• Reach out to unnoticed candidates, like the minorities, individuals with disabilities, and ex-offenders.
• Aim to create gender-balanced teams, especially in typically male-dominated professions such as technology and leadership.
• Plan out your interview process such that all members of the hiring team base their selections on objective criteria rather than personal unconscious biases.

End Thoughts

The world of recruitment and human resources is rapidly changing, and while these techniques may be effective in 2021, they may not be so in the years to come. With a growing number of IT professions, the development of remote work, and a greater emphasis on skills rather than resumes, the job market in the coming years can be very diverse from where it is now. Therefore, it's crucial to stay current with the latest recruitment trends.

Finally, not all of these recruitment tactics will be equally effective for all businesses. To enhance your hiring, adopt these tactics, improve on them, customize and make them your own, and then sit back and watch as outstanding applicants come in.

About the Author

Lori Wade is a journalist and content writer from Louisville. Lori creates news and informative articles about HR, recruiting, and employee productivity. You can find her on LinkedIn.

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