7 of the best recruitment strategies and tactics
We don’t have to tell you that recruitment is a fast-paced profession. With constant new developments and strategies to improve the recruitment process being pushed out on a regular basis it can be difficult to know what is worth your while.
But worry not, we have put together the top 7 best recruitment strategies, tricks, tips and ways of doing things. There is a major theme throughout for doing things a little differently, making the recruitment process more personalised whilst increasing your reach drastically
So grab a coffee and off we go…
1. Recruitment marketing
Using recruitment marketing is not all that difficult to understand and isn’t really a new strategy at all. However, as legal regulations on data continue to tighten and it becomes increasingly difficult to actively find and bring in new candidates it is likely that marketing will play a bigger role in recruitment.
Put simply, recruitment marketing is the implementation of marketing tactics in the recruitment process, including attracting and nurturing talent within your organisation.
Practically this aims to create more brand awareness with potential candidates and to attract them to the business as a good employer at an earlier stage. This in turn makes the later stages of application, selection and hire and easier process and with a greater pool of talent to choose from.
2. Flat fee recruitment
Our speciality at eRecruitSmart is flat fee recruitment. If you are reading this blog you may already have some fundamental understanding on the process and its benefits.
However for those that don’t, flat fee recruitment is much as it sounds. Unlike traditional agency recruitment where you usually pay a percentage of the successful candidates salary, flat fee just costs a one off fixed amount for the full recruitment service.
This allows the recruiter to focus on finding you the best candidates rather than the most expensive one. It also means that you can build a bank of relevant CV’s which can be called upon for future potential job roles.
3. Employer branding
Any marketer will tell you that branding is the key to success with customers. But it is also a huge element of success with potential candidates and recruiting.
This is due to your brands reputation amongst talent within the industry. Whether you are aware of it or not, your brand means something to those you are looking to employ. Take for example Facebook, their employer brand has become synonymous with exciting work, great environments and generous benefits.
Creating an employer brand strategy involves working out exactly how you want your brand to be viewed and then developing a plan of what needs to be done to achieve it.
4. Social recruitment
Social media has completely changed the way businesses represent themselves in the public domain. Never before have businesses been able to interact so freely with their potential customers and employees, no longer broadcasting but having real conversations.
Social recruitment taps into this new way of doing things. The platforms can be used in a number of ways, from discovering potential talent based on their interactions, through to reaching out and joining in the conversations they are also taking part in.
You can also use the platforms to create communities such as LinkedIn or Facebook groups where discussions can be had around key topics. These are a great way to put your brand in front of the right people and to be seen as a facilitator of progress. This can also give you easy access to the talent within these communities.
5. Know candidate pain points (and remedy them)
What really grates candidates and stops them becoming star employees for you or others in the industry?
Often times these pain points can be quite obvious; pay, benefits, working hours and so on. All of which most recruiters are well aware of. However, taking some time to understand a broader range of potential candidates issues and strategically positioning yourself to remedy them can be vastly beneficial.
These are usually worked out by simply coaching candidates to talk about their experience. More often than not, deeper issues like a lack of creative freedom, management practices and a lack of resources are areas that can be leveraged to increase recruitment success.
6. Use niche job boards
Using the big job boards gives you unprecedented access to millions of potential job seekers. At eRecruitSmart we post our ads to the big boards in order to get clients the maximum exposure possible. However, we also include niche job boards in our strategy and for good reason.
Niche boards let you tap into a smaller but highly specialist set of individuals. Those candidates that use these boards are likely to have a very specific set of skills which are applicable to the job role in question.
Using a combination of larger boards with smaller niche boards ensures a wider net with which to capture the right candidate.
7. Train interviewers as brand advocates
For the majority of specialist job roles you will have a department representative present during at least one of the interviews. This individual is there to ensure the right questions are asked and the candidate is showing the right traits to join their team.
From a candidates point of view, this individual is an insight into the business and the team in which they would be working. With this in mind you realise the impact that this individual might have on the candidate in question.
By training interviewers as brand advocates you ensure that all those that are interviewed are given the best impression of the business possible. This is so important, as even if the candidate is not successful there is every possibility they will end up working for a supplier or customer in the future.
We can see that there are many recruitment strategies and tactics that can be adopted by the modern recruiter. By taking some of these tips on board you will be able to streamline your recruitment process and attract the best talent possible to your business.